Regulations on wages of Rospotrebnadzor. Industry agreement prz and Rospotrebnadzor

INDUSTRY AGREEMENT

FOR TERRITORIAL BODIES AND ORGANIZATIONS OF THE FEDERAL SERVICE FOR SUPERVISION IN THE FIELD OF CONSUMER RIGHTS PROTECTION AND HUMAN WELL-BEING

FOR 2013 - 2015

Moscow 2012

I. GENERAL PROVISIONS

1. This Industry Agreement (hereinafter referred to as the Agreement) is concluded on the basis of the Constitution Russian Federation, Labor Code of the Russian Federation, Federal Laws No. 10-FZ dated January 12, 2006 (as amended on December 28, 2010) “On trade unions, their rights and guarantees of activity”, dated 27.07.2004 No. 79-FZ (as amended on 21.11.2011, as amended on 22.11.2011) “On the State Civil Service of the Russian Federation”, dated 27.05.2003 No. 58-FZ ( dated 08.12.2003, as amended on 29.12.2010) "About the system public service”, dated 19.04.1991 No. 1032-1 (as amended on 30.11.2011, amended on 04.23.2012) “On employment in the Russian Federation” and other regulatory legal acts of the Russian Federation.
2. The Parties that have concluded the Agreement between themselves are:

Federal state civil servants (hereinafter referred to as civil servants) of Rospotrebnadzor and territorial bodies of Rospotrebnadzor, as well as employees of Rospotrebnadzor organizations represented by their representative - the Central Committee of the Trade Union of Healthcare Workers of the Russian Federation (hereinafter referred to as the Central Committee of the Trade Union);

Representative of the employer of Rospotrebnadzor (representative of the employer of Rospotrebnadzor), representatives of the employer of territorial bodies of Rospotrebnadzor (representatives of the employer of territorial bodies of Rospotrebnadzor), as well as employers of organizations of Rospotrebnadzor represented by their representatives - Rospotrebnadzor, its territorial bodies and organizations (hereinafter referred to as bodies and organizations of Rospotrebnadzor).

1.3. Agreement - a legal act that regulates social and labor relations and establishes general principles for regulating related economic relations between civil servants, employees and employers (representatives of the employer), containing mutual obligations of the parties on wages, conditions and labor protection, work and rest regime , development of social partnership, employment, social guarantees for civil servants, employees of bodies and organizations of Rospotrebnadzor, the norms of which are binding on the parties that have concluded this Agreement.

1.4. The provisions of the Agreement are binding and do not restrict the rights of employers (representatives of the employer) of the bodies and organizations of Rospotrebnadzor in expanding social guarantees and social support measures if financial resources are available to ensure them.

1.5. The agreement applies to all civil servants, employees of bodies and organizations of Rospotrebnadzor, in which there are primary organizations of the industry Trade Union, and is used when concluding collective and labor agreements (service contracts).

1.6. The terms of collective agreements cannot worsen the position of civil servants and employees of bodies and organizations of Rospotrebnadzor in comparison with the legislation of the Russian Federation and this Agreement.

1.7. Laws and other regulatory legal acts adopted during the period of this Agreement, which improve the legal and socio-economic situation of civil servants and employees of bodies and organizations of Rospotrebnadzor, expand the scope of the relevant provisions of the Agreement from the moment they enter into force.

1.8. The Parties to the Agreement provide each other with complete and timely information on the socio-economic situation of civil servants and employees of bodies and organizations of Rospotrebnadzor.

1.9. In the event of reorganization measures being taken by a representative of a party to the Agreement, his rights and obligations under the Agreement are transferred to the successor (successors) and remain until the conclusion of a new Agreement.

1.10. To monitor the implementation of the Agreement, negotiate, prepare and conclude the Agreement, a permanent sectoral commission is created.

The parties agreed that all outstanding proposals not included in the Agreement may be included in the protocol of disagreements.

1.11. During the term of the Agreement, the parties have the right to make additions and clarifications to the text of the Agreement on the basis of mutual agreement. Upon the occurrence of conditions requiring the addition of this Agreement, the interested party makes an appropriate proposal to start negotiations in accordance with the legislation of the Russian Federation.

1.12. Three months before the expiration of the Agreement, the parties undertake to enter into negotiations on the conclusion of the Agreement for a new period.

1.13. None of the parties can unilaterally change or terminate the fulfillment of the obligations assumed during the established term of the Agreement.

1.14. This Agreement enters into force on January 1, 2013 and is valid until December 31, 2015.

1.15. The Parties to the Agreement shall ensure that the text of the Agreement is brought to the attention of the bodies and organizations of Rospotrebnadzor, territorial organizations of the Trade Union within one month from the date of its signing.

1.16. During the term of the Agreement, the parties are guided by the legislation of the Russian Federation, which regulates the procedure for resolving collective labor disputes, use every opportunity to eliminate the causes that may lead to the emergence of conflicts, in order to prevent the use by labor collectives of Rospotrebnadzor organizations of extreme measures to resolve them (strikes).

II. CONDITIONS AND PAYMENT

2.1. The representatives of the parties Rospotrebnadzor, bodies and organizations of Rospotrebnadzor and the Central Committee of the Trade Union proceed from the need to:

2.1.1. Expand the practice of joint analytical and expert evaluation of draft regulatory legal acts affecting the professional, socio-economic interests of civil servants and employees of the Rospotrebnadzor system.

2.1.2. Ensure the consolidation of positions in representing the interests and priorities of civil servants and employees of the Rospotrebnadzor system before the authorities state power organizations, including public associations.

2.1.3. Provide systematic control:

2.1.3.1. For the implementation of the Labor Code of the Russian Federation, federal laws and other regulatory legal acts of the Russian Federation when establishing, changing and implementing wage systems in the bodies and organizations of Rospotrebnadzor.

2.1.3.2. For timely and full payment wages(monetary allowance) to employees (civil servants);

2.1.3.3. For compliance with the current regulatory legal acts that guarantee:

Ensuring that the wages of employees of Rospotrebnadzor organizations depend on their qualifications, the complexity of the work performed, the quantity and quality of labor expended;

Maintaining the level of wages of employees of federal budgetary and state institutions of Rospotrebnadzor not lower than that established before the introduction or change of wage systems;

Increasing the wages of employees in accordance with the Decree of the President of the Russian Federation of 07.05.2012. No. 597 and the Program for the gradual improvement of wage systems for employees of state (municipal) institutions for 2012-2018, approved by Decree of the Government of the Russian Federation of November 26, 2012. No. 2190-r.

2.2. Obligations of representatives of the Parties to the Agreement

2.2.1. Joint obligations of Rospotrebnadzor, bodies and organizations of Rospotrebnadzor and the Central Committee of the Trade Union:

2.2.1.1. Monitor the development and implementation of employee remuneration systems in Rospotrebnadzor organizations in terms of ensuring guarantees in the field of remuneration established by labor legislation and other regulatory legal acts of the Russian Federation.

2.2.1.2. If necessary, prepare reasonable proposals to the Ministry of Labor and Social Protection of the Russian Federation, the Ministry of Health of the Russian Federation;

2.2.1.2.1. On changes and additions to the regulatory legal acts on the remuneration of employees in terms of the formation of an effective system of guarantees for the calculation mechanism and the minimum rates of the tariff and over-tariff parts of wages.

2.2.1.2.2. On the approval by the Government of the Russian Federation of basic salaries (basic official salaries), basic wage rates for professional skill groups and their sizes.

2.2.1.2.3. On the development of the procedure, conditions and amounts for establishing compensation payments to employees engaged in heavy work, work with dangerous and other special working conditions, due to the specifics of the activities of Rospotrebnadzor organizations, industry standards for organizing and attesting workplaces.

2.2.1.2.4. About updating qualification requirements to employees, development professional standards, revision of the structure of professional qualification groups.

2.2.1.2.5. According to the assessment of the current system of incentive payments, based on their real motivation to improve the quality and efficiency of the work of employees with the redistribution of funds to increase the salaries of employees and real incentive payments.

2.2.1.2.6. On the allocation from the federal budget of the amount of appropriations necessary for:

Implementation in the federal budgetary and state institutions of Rospotrebnadzor of the norms and guarantees established by the relevant federal laws and other regulatory legal acts of the Russian Federation;

Increasing the level of remuneration of employees in accordance with the Decree of the President of the Russian Federation of 07.05.2012. No. 597, Program for the gradual improvement of wage systems for employees of state (municipal) institutions for 2012-2018, approved by Decree of the Government of the Russian Federation of November 26, 2012. No. 2190-r.

Ensuring an increase in the level of the real content of wages in connection with the growth of consumer prices for goods and services.

2.2.2. CommitmentsRospotrebnadzor, bodies and organizations of Rospotrebnadzor

2.2.2.1. Ensure timely payment of wages (monetary allowance) to employees (civil servants) in the amounts established by the relevant regulatory legal acts of the Russian Federation.

2.2.2.2. Establish and change wage systems for employees of Rospotrebnadzor organizations by collective agreements, local regulations, taking into account the opinion of the primary organization of the sectoral Trade Union in accordance with federal laws and other regulatory legal acts containing norms labor law.

Create conditions for remuneration of employees depending on the results and quality of work, as well as their interest in effective functioning structural divisions and the institution as a whole, improving the quality of services provided.

2.2.2.3. When establishing and implementing remuneration systems, proceed from the following:

2.2.2.3.1. The remuneration system for employees of federal budgetary and state institutions of Rospotrebnadzor, including the amount of salaries (official salaries), compensation and incentive payments, is established by collective agreements, local regulations in accordance with the labor legislation of the Russian Federation, as well as the Regulations on the establishment of remuneration systems for employees of federal budgetary and state institutions, approved by the Decree of the Government of the Russian Federation dated August 5, 2008 No. 583 (with subsequent additions and changes) “On the introduction of new wage systems for employees of federal budgetary and state institutions and federal government agencies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal public institutions».

2.2.2.3.2. The remuneration system for employees of federal budgetary and state institutions of Rospotrebnadzor is established taking into account the Unified qualification handbook positions of managers, specialists and employees, the Unified Tariff and Qualification Directory of Works and Professions of workers or professional standards, as well as taking into account state guarantees for wages, recommendations of the Russian Tripartite Commission for the Regulation of Social and Labor Relations (Part 3 of Article 135 of the Labor Code of the Russian Federation) and the opinions of the relevant trade unions and employers' associations.

2.2.2.3.3. Wages of employees (excluding bonuses and other
incentive payments) of federal budgetary and state institutions of Rospotrebnadzor, when changing the wage system, it cannot be less than wages (excluding bonuses and other incentive payments) paid to employees before it is changed, provided that the volume official duties employees (personnel) and their performance of work of the same qualification.

2.2.2.3.4. The salaries (official salaries) of employees of federal budgetary and state institutions of Rospotrebnadzor are established taking into account their differentiation depending on the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, the complexity of the work performed on the basis of qualification levels, professional qualification groups.

A fixed amount of salary (official salary) set for an employee for the performance of labor (official) duties of a certain complexity, qualifications for an established labor standard, is provided for in the employment contract with the employee (additional agreement to the employment contract).

2.2.2.3.5. The remuneration of labor of employees engaged in heavy work, work with dangerous and other special working conditions is made at an increased rate in comparison with the remuneration established for various kinds works with normal working conditions in accordance with the labor legislation of the Russian Federation, other regulatory legal acts containing labor law norms.

Specific amounts of wage increases are established taking into account the opinion of the elected body of the primary organization of the Trade Union in the manner prescribed by Article 372 of the Labor Code of the Russian Federation, and cannot be lower than the amounts established by labor legislation, other regulatory acts of the Russian Federation containing labor law norms, collective agreements and agreements.

The amount of compensation payments is provided for in the employment contract with the employee (in the supplementary agreement to the employment contract).

2.2.2.3.6. Payment for work at night (from 22:00 to 06:00) is carried out at an increased rate.

The specific amounts of wage increases for night work are established by a collective agreement, a local normative act, adopted taking into account the opinion of the elected body of the primary organization of the Trade Union, and an employment contract.

2.2.2.3.7. The amount and conditions for making incentive payments for employees of institutions are established by collective agreements, local regulations adopted taking into account the opinion of the representative body of employees, based on formalized criteria for performance, measured by qualitative and quantitative indicators.

The amounts and conditions for the implementation of incentive payments are provided for in the employment contract with the employee (additional agreement to the employment contract).

2.2.2.3.8. Remuneration systems for employees of Rospotrebnadzor institutions provide for the differentiation of wages based on the results of certification of specialists for qualification category.

2.2.2.3.9. Official salaries of heads of Rospotrebnadzor institutions are set depending on the complexity of work based on complexity factors, incl. related to the scale of management and the characteristics of the activities and significance of institutions.

2.2.2.3.10. Incentive payments to the heads of institutions are established depending on their fulfillment of performance targets set by the public authority in charge of the institution. As an indicator of the effectiveness of the work of the head of the institution, an increase in the average salary of the employees of the institution in the reporting year compared to the previous year, without taking into account the increase in wages in accordance with the decisions of higher authorities, can be established.

The maximum level of the ratio of the average wages of heads of institutions and the average wages of employees of institutions for reporting year set in multiples of 1 to 8.

2.2.2.3.11. Official salaries of deputy heads and chief accountants of Rospotrebnadzor institutions are set 10-30 percent lower than official salaries of heads of institutions.

Other wage terms specified works nicknames are established by collective agreements, local regulations of institutions, labor contracts.

Incentive payments to deputy heads of institutions are established taking into account performance targets set by heads of institutions.

2.2.2.3.12. Labor rationing systems are determined by the employer, taking into account the opinion of the representative body of employees, or are established by a collective agreement on the basis of standard labor standards for homogeneous jobs, including time standards, production standards, headcount standards, standard (recommended) staffing standards, service standards and other standard standards approved in in the manner prescribed by the legislation of the Russian Federation.

2.2.2.3.13. staffing of the federal budgetary and state institution of Rospotrebnadzor is approved by the head of the institution and includes all positions of employees (professions of workers) of this institution.

2.2.2.3.14. The payroll fund for employees of federal budgetary institutions of Rospotrebnadzor is formed from the total amount of funds received by in due course from the federal budget to ensure the state task and funds coming from income-generating activities.

According to the results of the fulfillment of the state task for the provision of public services (performance of work), by decision of Rospotrebnadzor, subsidies from the federal budget may be provided to the federal budgetary institution in accordance with paragraph two of paragraph 1 of Article 78.1 of the Budget Code of the Russian Federation for the implementation of incentive payments at the rate of up to 5 percent of the standard costs for remuneration of personnel directly involved in the provision of public services.

2.2.2.3.15. The wage fund for employees of federal state institutions of Rospotrebnadzor is formed from the volume of the corresponding limits of budgetary obligations of the federal budget.

Funds for remuneration, formed at the expense of budgetary appropriations of the federal budget, may be directed by a federal institution for incentive payments. At the same time, the amount of funds for these payments should be at least 30 percent of the funds for wages, formed at the expense of the budgetary appropriations of the federal budget.

2.2.2.4. Ensure annual indexation of wages of employees of federal budgetary and state institutions of Rospotrebnadzor in connection with an increase in consumer prices for goods and services in the manner prescribed by labor legislation and other regulatory legal acts containing labor law norms.

Budget allocations for increasing wage funds for employees of institutions during the indexation of wages in connection with the growth of consumer prices for goods and services should be directed mainly to increasing the size of tariff rates, salaries (official salaries) within the specified appropriations.

2.2.2.5. The procedure and amounts for the payment of salaries to civil servants and the remuneration of other employees of Rospotrebnadzor bodies maintained at the expense of the federal budget are established by the legislation of the Russian Federation on the state civil service, including regulatory legal acts adopted by the President of the Russian Federation, the Government of the Russian Federation, and as well as other bodies within their competence.

2.2.2.6. The payment of a monetary allowance to civil servants, wages to employees of bodies and organizations of Rospotrebnadzor is carried out in the manner and within the time limits established in accordance with the current legislation of the Russian Federation, the official regulations of Rospotrebnadzor, bodies of Rospotrebnadzor, the rules of internal work schedule organizations of Rospotrebnadzor, a collective agreement or a service contract (employment contract).

III. MODE OF WORK AND REST

3.1. Rospotrebnadzor, bodies and organizations of Rospotrebnadzor shall ensure the duration of working hours and rest periods established by the legislation of the Russian Federation for civil servants and employees.

3.2. Working hours and rest periods are determined by:

• for civil servants in accordance with federal law dated July 27, 2004 No. 79-FZ (as amended on November 21, 2011, as amended on November 22, 2011) “On the State Civil Service of the Russian Federation”, the legislation of the Russian Federation on the state civil service, the official regulations of Rospotrebnadzor and Rospotrebnadzor bodies, a service contract ;

For employees of organizations of Rospotrebnadzor in accordance with the requirements of the Labor Code of the Russian Federation, the legislation of the Russian Federation on labor, internal labor regulations agreed with the relevant elected body of the primary organization of the Trade Union, an employment contract;

3.3. Recruitment to work on weekends and non-working days holidays established by Article 112 of the Labor Code of the Russian Federation is not allowed, except as provided for in Article 113 of the Labor Code of the Russian Federation.

3.4. Rospotrebnadzor, bodies and organizations of Rospotrebnadzor are obliged to keep records of the time actually worked by each civil servant, employee.

3.5. Rospotrebnadzor, bodies and organizations of Rospotrebnadzor are obliged to provide annual basic paid holidays with a duration of:

Civil servants in the manner prescribed by Federal Law No. 79-FZ of July 27, 2004 (as amended on November 21, 2011, as amended on November 22, 2011) “On the State Civil Service of the Russian Federation”:

replacing the highest and main positions of the federal state civil service - duration 35 calendar days;

replacing positions of the federal state civil service of other groups for a duration of 30 calendar days;

• employees of Rospotrebnadzor organizations for at least 28 calendar days in accordance with the Labor Code of the Russian Federation.

3.6. Rospotrebnadzor, bodies and organizations of Rospotrebnadzor are obliged to provide annual additional paid holidays:

• civil servants in the manner prescribed by the Federal Law of July 27, 2004 No. 79-FZ (as amended on November 21, 2011, as amended on November 22, 2011) “On the State Civil Service of the Russian Federation”:

for years of service;

In addition to the annual basic paid leave and additional paid leave for seniority, civil servants are granted annual additional paid leave for an irregular working day in accordance with the Federal Law "On the State Civil Service of the Russian Federation".

The duration of additional paid leave for an irregular working day for civil servants replacing civil service positions of the highest group is set at 14 calendar days; for civil servants replacing the positions of the civil service of the main group, it is established in the amount of 12 calendar days; for civil servants replacing civil service positions of the leading group, it is set in the amount of 10 calendar days; for civil servants replacing positions in the civil service senior group category "specialists", is set in the amount of 8 calendar days.

In the event that additional leave for an irregular working day is not granted, with written consent civil servant, the performance of his duties outside the normal duration working time is paid as overtime work (Order of Rospotrebnadzor dated March 24, 2010 No. 101 “On Amendments to the Service Schedule, approved by Order of Rospotrebnadzor dated September 26, 2005 No. 729”).

in connection with difficult, harmful and (or) dangerous conditions of the federal state civil service, including in connection with service in areas with special climatic conditions, in accordance with the legislation of the Russian Federation;

in other cases stipulated by federal laws;

• employees of Rospotrebnadzor organizations:

for work in harmful and (or) dangerous working conditions;

for the special nature of the work;

for irregular working hours;

in connection with work in the regions of the Far North and equivalent areas;

in other cases stipulated by federal laws.

When calculating the total duration of annual paid leave, additional paid leaves are added to the annual basic paid leave.

3.7. Organizations of Rospotrebnadzor, taking into account their financial capabilities, may, in agreement with the elected body of the primary organization of the Trade Union, independently establish additional paid (unpaid) holidays for employees. The procedure and conditions for granting these holidays are determined by collective agreements or local regulations.

3.8. Vacation schedules are approved taking into account the opinion of the elected body of the primary organization of the Trade Union no later than two weeks before calendar year:

• for civil servants of Rospotrebnadzor, bodies of Rospotrebnadzor by a representative of the employer;

For employees of Rospotrebnadzor organizations by the employer.

3.9. For urgent implementation urgent especially important tasks, individual civil servants may be involved in overtime work, to work on weekends and holidays with payment in accordance with Article 153 of the Labor Code of the Russian Federation.

At the request of the employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

IV. EMPLOYMENT PROMOTION,

ADDITIONAL PROFESSIONAL EDUCATION

The parties to the Agreement agreed, within their powers and capabilities, to take measures to prevent mass layoffs, as well as social protection laid-off workers.

The parties to the Agreement have agreed:

4.1. Analyze the state of the labor market in the field of activity of Rospotrebnadzor and the need for personnel of bodies and organizations of Rospotrebnadzor, take measures to provide bodies and organizations of Rospotrebnadzor with personnel in accordance with the need.

4.2. Control the validity of job cuts, compliance with guarantees and compensations to employees of bodies and organizations of Rospotrebnadzor in the event of a change in ownership, a change in the jurisdiction of a reorganization or liquidation.

4.3. When carrying out measures to reorganize or liquidate or reduce the number or staff of employees and the possible termination of service contracts (employment contracts), civil servants (employees) are warned personally and against signature at least two months before dismissal.

When deciding to reduce the number or staff of employees and the possible termination of employment contracts with employees, the elected body of the primary organization of the Trade Union is notified in writing no later than two months before the start of the relevant events, and if the decision to reduce the number or staff of employees may lead to mass dismissal of employees - no later than three months before the start of the relevant activities.

4.4. The Parties to the Agreement agreed that when carrying out measures to reorganize or liquidate or reduce the number or staff of employees, they are guided by the norms of the Labor Code of the Russian Federation when selecting candidates for employees to be laid off, and also implement the guarantees and compensations provided for in Articles 178, 179 and 180 of the Labor Code of the Russian Federation. Federation.

4.5. The parties to the Agreement agreed that the criteria for the mass dismissal of employees of Rospotrebnadzor organizations are:

a) liquidation of the organization of Rospotrebnadzor of any organizational and legal form with the number of employees of 15 or more people;

b) reduction in the number or staff of employees in the amount of:

25 or more people within 30 calendar days;

200 or more people within 60 calendar days;

300 or more people within 90 calendar days.

4.6. Organizations of Rospotrebnadzor, in agreement with the elected body of the primary organization of the Trade Union, during a period of economic difficulties, determine the number of laid-off workers. In order to prevent the mass dismissal of workers in the event of a temporary reduction in the volume of work, mandatory mutual consultations are held with the elected body of the primary organization of the Trade Union and measures are being developed to support employment and social protection of workers.

4.7. An employee warned of an impending dismissal due to a reduction in the number or staff of employees may be given time to look for work during the working day. The duration of this time is determined by agreement with the employer or in a collective agreement.

4.8. The collective agreement may establish that employees dismissed due to a reduction in the number or staff are given a preferential right to employment in accordance with their qualifications in this organization of Rospotrebnadzor in the event of the creation of new jobs or vacancies in it.

4.9. In cases stipulated by federal laws, other regulatory legal acts of the Russian Federation, the bodies and organizations of Rospotrebnadzor at their own expense provide conditions for obtaining additional vocational education workers. When the bodies and organizations of Rospotrebnadzor send employees to receive additional professional education with a break from work, they retain the average salary (monetary allowance) at their main place of work for the entire period of study.

4.10. Include in collective agreements, taking into account the financial capabilities of organizations of Rospotrebnadzor, including at the expense of funds from entrepreneurial and other income-generating activities, obligations on additional social support for employees:

Provide material assistance to laid-off workers in the presence of two or more dependents, as well as to persons whose families do not have self-employed workers;

To provide material assistance to all released employees of Rospotrebnadzor organizations;

Pay compensation upon dismissal in excess of the severance pay established by the labor legislation of the Russian Federation;

To pay a lump-sum benefit in the event of the release of an employee two or more years before the retirement age;

Create conditions for professional retraining and retraining of employees in accordance with the technical re-equipment and development of Rospotrebnadzor organizations;

Interact with educational institutions on issues of personnel training and to form applications for personnel training.

4.11. For employees who have worked in organizations of Rospotrebnadzor for ten years or more, a collective agreement may establish additional benefits upon dismissal.

V. SOCIAL SUPPORT MEASURES, SOCIAL BENEFITS, GUARANTEES AND COMPENSATIONS

5.1. The employer coordinates, taking into account the financial capabilities of the organizations of Rospotrebnadzor, with the relevant elected body of the primary organization of the Trade Union, the formation and distribution of funds for social needs of organizations (cultural, health and sports events):

In accordance with Part 4 of Article 377 of the Labor Code of the Russian Federation, employers of organizations of Rospotrebnadzor deduct funds from the primary trade union organization for cultural and mass and sports and recreational work up to 0.2 percent of the proceeds from the provision of services by the institution (performance of work) related in accordance with the charter of the institution to the main types of its activities, the provision of which for individuals and legal entities carried out on a paid basis, as well as from other income-generating activities.

The conditions and procedure for spending these funds are determined in the collective agreement.

5.1.1. To pay for summer and winter holidays for children of employees of Rospotrebnadzor organizations. The conditions for providing payment for rest are provided for in collective agreements.

5.1.2. To subsidize the payment of children preschool institutions for the children of low-paid workers. The conditions for providing payment for rest are provided for in collective agreements.

5.1.3. For the payment to the family of a deceased (deceased) employee in the event of death not related to the performance of labor duties, a lump sum allowance in the amount provided for these purposes by a collective agreement or a local regulatory act.

5.2. In order to implement certain provisions of the Labor Code of the Russian Federation and other regulatory legal acts of the Russian Federation, the parties, in the prescribed manner and within their competence, prepare proposals on the following issues:

On amendments and additions to the current pension
legislation of the Russian Federation on early retirement provision for certain categories of employees;

On establishing the identity of names
positions, organizations of Rospotrebnadzor with previously applied
job titles for the appointment of early labor
old-age pensions in accordance with the current pension
the legislation of the Russian Federation;

On the procedure, conditions and amounts of compensation payments for payment of housing and communal services to employees of Rospotrebnadzor organizations working and living in rural settlements;

On amendments to the Labor Code of the Russian Federation in terms of changing the procedure for establishing the amount of reimbursement of expenses associated with business trips of employees of bodies and organizations of Rospotrebnadzor;

In draft legislative and other regulatory legal acts of the Russian Federation affecting the economic, social and labor rights and interests of civil servants and employees of bodies and organizations of Rospotrebnadzor, taking into account the opinion of the Central Committee of the Trade Union and the relevant elected trade union bodies.

5.3. Rospotrebnadzor and the Central Committee of the Trade Union exercise control in the bodies and organizations of Rospotrebnadzor for:

5.3.1. Ensuring compulsory social insurance against industrial accidents and occupational diseases individuals performing work on the basis of a service contract, employment contract concluded with the insured, as well as in other cases provided for by federal laws;

5.3.2. Ensuring timely and reasonable submission to Pension Fund the Russian Federation full information about the insured persons for individual (personalized) accounting;

5.3.3. Ensuring the timely transfer of funds for compulsory health insurance in accordance with the Federal Law of the Russian Federation of November 29, 2010 326-FZ (as amended on July 28, 2012) “On Compulsory Medical Insurance in the Russian Federation”.

Together with the elected body of the primary trade union organization, collective agreements may provide for additional measures of social support for employees of their organization in accordance with their current vital needs.

Primary trade union organizations exercise control over the use and distribution of funds provided for in collective agreements for social needs of employees of Rospotrebnadzor organizations and their families.

Provide representation and protection of individual social and labor, professional, economic and other rights and interests of members of the Trade Union, including through audits of legal and technical inspections Labor of the Central Committee of the Trade Union. They come up with an initiative to bring to administrative responsibility officials (heads of Organizations) who have committed violations of the labor rights of employees (Article 195 of the Labor Code of the Russian Federation).

VI. CONDITIONS AND SAFETY

6.1. Rospotrebnadzor:

1. Provides organizational and methodological assistance to subordinate bodies and organizations on the organization of work on labor protection and the creation safe conditions labor.
2. Organizes the development of new and revision of existing industry
   normative legal acts on labor protection for subordinate bodies and organizations on the organization of work on labor protection and approves
   them in the prescribed manner in agreement with the relevant elected body of the Trade Union.
3. Exercises control over the bodies and organizations subordinate to him on labor protection and on ensuring compulsory social insurance against accidents at work and occupational diseases of workers in accordance with the law.
4. Submits, upon request, to the relevant elected body of the Trade Union generalized information on the state of working conditions, industrial injuries, occupational diseases and attestation of workplaces in terms of working conditions.
5. Conducts joint surveys of subordinate organizations with the participation of representatives of the Central Committee of the Trade Union, territorial organizations of the Trade Union with the involvement of the Federal Labor Inspectorate on the compliance of working conditions with labor protection requirements.

6.2. EmployersRospotrebnadzor:

1. Ensure that organizations bring the conditions and labor protection to state requirements in accordance with the legislation and other regulatory legal acts on labor protection
2. Develop, taking into account the opinion of the elected body of the Trade Union, comprehensive plans(programs) of measures to improve working conditions and labor protection, agreements on labor protection, which are an integral part of the "Conditions and labor protection" section of collective agreements, and finance work on their implementation.
3. They create labor protection services (they introduce the positions of a labor protection specialist) in organizations with 50 or more employees (Article 217 of the Labor Code of the Russian Federation).
4. They create committees (commissions) for labor protection in organizations, which include on a parity basis representatives of the employer and the elected body of the Trade Union (Article 218 of the Labor Code of the Russian Federation and Order of the Ministry of Health and Social Development of Russia dated May 29, 2006 N 413 "On Approval model provision on the committee (commission) for labor protection).
5. Provide insurance to employees against accidents at work and occupational diseases.
6. Provide organizations with the purchase and free issuance of overalls, safety shoes and other means personal protection, as well as flushing and neutralizing agents for employees employed in work with harmful and (or) dangerous working conditions, work performed in special temperature conditions or associated with pollution in accordance with federal legislation and other regulatory legal documents (Article 212 of the Labor Code of the Russian Federation ).
7. Organize and conduct training with employees on safe methods and techniques for performing work, briefings on labor protection at the workplace, training and testing knowledge of labor protection requirements.
8. Provide sanitary-household and treatment-and-prophylactic services to employees in accordance with the requirements of labor protection.
9. Organize at their own expense mandatory preliminary (when applying for a job) and periodic (during labor activity) medical examinations (examinations) and mandatory psychiatric examinations of employees in accordance with Article 213 of the Labor Code of the Russian Federation.
10. Give free of charge to workers employed in work with harmful and (or) dangerous working conditions, without taking into account the time worked, milk or other equivalent food products, therapeutic and preventive nutrition according to established standards and in accordance with Article 222 of the Labor Code of the Russian Federation.
11. Local regulations establish the conditions for providing and the procedure for paying free time from the main work to the chairmen of the elected bodies of the Trade Union, members of committees (commissions) for labor protection and labor protection commissioners to perform their duties, as well as organize and ensure their effective work, material and moral encouragement .
12. Send notifications to the relevant body of the Trade Union about each group accident at work, a serious accident and an accident with a fatal outcome. Representatives of the elected body of the primary organization of the Trade Union are included in the composition of the commission for the investigation of accidents related to production.
13. At their own expense, they train and provide the work of authorized persons for labor protection in accordance with the Decree of the Ministry of Labor of the Russian Federation dated 04/08/1994 N 30 "On approval of the Recommendations for organizing the work of an authorized (trusted) person for labor protection of a trade union or labor collective". The labor protection commissioner is provided with no more than 6 hours per week with pay to perform control functions during working hours.
14. They freely allow representatives of the elected bodies of the Trade Union to the Organization to conduct inspections of working conditions and labor protection, investigate accidents at work and occupational diseases in accordance with the law.
15. AT without fail consider and implement the submissions and demands issued by labor inspectors of the Trade Union and (or) authorized persons for labor protection of the Trade Union to eliminate the identified violations of labor protection standards.

6.3. Trade union:

1. Conducts explanatory work with employees of organizations subordinate to Rospotrebnadzor on the fulfillment of duties in the field of labor protection in accordance with Article 214 of the Labor Code of the Russian Federation.
2. Organizes work to monitor compliance with labor laws and other regulatory legal acts, compliance with the terms of collective agreements, agreements on labor protection in accordance with Art. 370 of the Labor Code of the Russian Federation.
3. Makes proposals on issues of working conditions and labor protection, and other issues aimed at improving the working conditions of employees.
4. Takes part in the development, adoption and approval of departmental programs and local regulatory legal acts on labor protection issues.
5. Carries out control over the creation of healthy and safe working conditions in organizations, in order to comply with the guarantees of the right of employees established by law to work in conditions that meet the requirements of labor protection, as well as compensation for harm caused to the life and health of an employee in the performance of labor duties.
6. Included in attestation commission on certification of workplaces according to working conditions.
7. Takes part in training and commissions to test the knowledge of labor protection requirements for managers and specialists, members of labor protection committees (commissions), authorized (trusted) persons for labor protection.
8. Monitors compliance with plans and the frequency of briefings and training of employees on labor protection, the rules for providing first aid to victims and the use of personal and collective protective equipment by employees.
9. Participates in seminars and meetings organized by subordinate bodies and organizations of Rospotrebnadzor on issues of working conditions and labor protection, the state of industrial injuries and occupational morbidity, and issues of organizing work on labor protection.

6.4. Employers and trade union:

6.4.1. Ensure that collective agreements include obligations to bring working conditions in line with state regulatory requirements for labor protection.

6.4.2. Contribute to the professional development of labor protection and environmental safety specialists.

6.4.3. Organize and conduct a competition for the title of "The best authorized (trustee) for labor protection".

The competition is funded by the relevant trade union.

6.4.4. They exercise control over the implementation of the measures of this Agreement, programs of priority measures to improve working conditions and labor protection, as well as collective agreements.

VII. SOCIAL PARTNERSHIP AND COORDINATION OF ACTIONS OF THE PARTIES TO THE AGREEMENT

7.1. In order to develop social partnership, the parties undertake:

7.1.1. Build their relationships on the basis of the principles of social partnership, collective-contractual regulation of social and labor relations, comply with the obligations and agreements defined by this Agreement.

7.1.2. Develop and improve the system of social partnership bodies at the federal, regional, territorial and local levels.

7.1.3. Participate on an equal basis in the work of the Sectoral Commission for the Regulation of Social and Labor Relations (hereinafter referred to as the Sectoral Commission), which is a permanent body of social partnership at the federal level, created to conduct collective bargaining, prepare draft agreements and conclude them, as well as to exercise current control for the implementation of the Agreement (at least once every six months).

7.1.4. Take all measures depending on them to resolve collective labor disputes arising in the field of social and labor relations.

7.1.5. Take measures to ensure the implementation of the social guarantees established by this Agreement for employees and their families, without restricting the rights of Rospotrebnadzor organizations to expand these guarantees within their own funds.

7.1.6. Cooperate on a parity basis in solving socio-economic sectoral problems to protect the social and labor rights of workers.

7.1.7. Submit, within the time limits established by the Labor Code of the Russian Federation, the necessary information to analyze the implementation of this Agreement and prepare a subsequent Agreement, as well as prepare amendments and additions to the current Agreement.

7.2. Central Committee of the Trade Union:

7.2.1. Contributes to the implementation of this Agreement and interacts with the bodies and organizations of Rospotrebnadzor on the principles of social partnership.

7.2.2. Provides practical assistance to the bodies and organizations of Rospotrebnadzor and the primary organizations of the sectoral Trade Union in the development and adoption of collective agreements.

7.2.3. Carries out control over the observance by the bodies and organizations of Rospotrebnadzor and their representatives of the labor legislation of the Russian Federation and other regulatory legal acts containing labor law norms.

7.2.4. Takes measures to reduce social tension in labor collectives, defends the interests of employees in the field of social insurance.

7.2.5. Carries out public control over the state of conditions and labor protection in the organizations of Rospotrebnadzor.

VIII. GUARANTEE OF THE RIGHTS OF THE TRADE UNION AND ITS STRUCTURES IN THE SPHERE OF CREATING CONDITIONS FOR THE ACTIVITIES OF THE ELECTION BODIES OF THE TRADE UNION

In the field of creating conditions for the implementation of the activities of the elected bodies of organizations of the sectoral Trade Union, the bodies and organizations of Rospotrebnadzor recognize the rights public organization of the All-Russian Trade Union of Healthcare Workers of the Russian Federation, acting on the basis of the Charter of the Trade Union:

8.1. Comply with the rights and guarantees of the trade union of healthcare workers of the Russian Federation, its members and elected bodies of organizations of the sectoral Trade Union in accordance with the provisions of the Constitution of the Russian Federation, the Labor Code of the Russian Federation, Federal Law No. "On trade unions, their rights and guarantees of activity", the current legislation of the Russian Federation, the Charter of the Trade Union, this Agreement and do not prevent the creation and functioning of the structures of the Trade Union in the bodies and organizations of Rospotrebnadzor.

8.2. Free of charge provide the body of the primary organization of the sectoral Trade Union, operating in the bodies and organizations of Rospotrebnadzor, for free use of the heated, electrified premises necessary for its activities, office equipment, communications equipment, the necessary regulatory legal acts, as well as the possibility of posting information in a place accessible to all employees. Other improving conditions for ensuring activities may be provided for by the collective agreement.

8.3. Provide, in accordance with the collective agreement, for free use to the body of the primary organization of the sectoral Trade Union buildings, premises and other facilities belonging to organizations of Rospotrebnadzor or rented by them, as well as recreation centers, sports and health centers necessary for organizing recreation, conducting cultural and mass, sports and recreation working with employees and their families.

In cases stipulated by the collective agreement, funds are deducted to the account of the primary organization of the branch Trade Union for mass cultural and sports and recreational work.

8.4. They do not prevent representatives of the Trade Union from visiting the bodies and organizations of Rospotrebnadzor where members of the Trade Union work, and also provide free information about the activities of Rospotrebnadzor organizations for the implementation of the statutory goals and objectives of the Trade Union on economic and social and labor issues.

8.5. On a monthly basis, at the written request of employees who are not members of the Trade Union, they transfer funds from their wages to the accounts of organizations of the sectoral Trade Union, if a collective agreement is concluded in this organization or this Agreement applies to it. In these cases, the funds are transferred to the account of the branch trade union organization on the terms and in the manner established by the collective agreement.

8.6. Provide employees who are members of the elected bodies of organizations of the sectoral Trade Union and Trade Union and are not released from their main work, as well as released trade union workers elected to the elected bodies of organizations of the sectoral Trade Union and Trade Union, guarantees provided for in Articles 374 and 375 of the Labor Code of the Russian Federation.

8.7. Members of the elected collegial bodies of organizations of the sectoral Trade Union, who are not released from their main work, are released from their main work to participate as delegates in the work of congresses and conferences convened by the bodies of organizations of the sectoral Trade Union and the Trade Union, to participate in the work of elected collegial bodies of organizations of the sectoral Trade Union, and in cases , when it is provided for by the collective agreement, also for the period of short-term trade union training.

The conditions for release from the main work and the procedure for paying for the time of participation in these events are determined by the collective agreement.

8.8. Ensure the provision of guarantees of the right to work to employees who were members of the elected body of organizations of the sectoral Trade Union and the Trade Union only in compliance with the procedure established by Article 374 of the Labor Code of the Russian Federation.

8.9. Bodies and organizations of Rospotrebnadzor provide:

8.9.1. Consideration of the progress in fulfilling the assumed obligations of the Agreement and collective agreements and informing the parties of the social partnership about the measures taken;

8.9.2. The procedure for transferring trade union dues to the organization of the Trade Union by bank transfer with the written consent of the employees and transferring them from the accounts of organizations simultaneously with payment orders. The order of transfer is determined by the collective agreement;

8.9.3. Conditions for implementation statutory activities The trade union and its elected bodies. Do not allow cases of violation of the rights of the Trade Union established by the legislation of the Russian Federation;

8.9.4. Consideration within a month of all requirements, proposals made at trade union conferences (meetings), and taking appropriate measures;

8.9.5. Providing members of elected bodies primary organizations branch Trade Union time to fulfill their public duties while maintaining their average earnings.

8.10. The Central Committee of the Trade Union provides:

8.10.1. Assistance in the preparation and conduct of a collective bargaining campaign in accordance with the labor legislation of the Russian Federation;

8.10.2. Organization of the work of the elected bodies of organizations of the sectoral Trade Union for the conclusion and control over the implementation of collective agreements and agreements;

8.10.3. Participation in the resolution of collective and individual labor disputes in accordance with the current legislation of the Russian Federation.

IX. FINAL PROVISIONS

9.1. In accordance with Article 48 of the Labor Code of the Russian Federation, bodies and organizations of Rospotrebnadzor that did not participate in the conclusion of this Agreement have the right to join it.

9.2. During the validity period of the Agreement, the parties have the right to conduct collective negotiations on making changes and additions to it on the basis of mutual agreement and in the manner prescribed by Articles 47 and 49 of the Labor Code of the Russian Federation.

9.3. The Parties to the Agreement are released from liability for partial or complete failure to fulfill obligations under this Agreement if the failure was the result of the occurrence of extraordinary and unavoidable circumstances under the given conditions (force majeure) and if these circumstances directly affected the execution of this Agreement. At the same time, the deadlines for the fulfillment of obligations under this Agreement are postponed in proportion to the time during which the said circumstances were in effect.

9.4. Issues of labor relations of employees of organizations of Rospotrebnadzor are regulated by the Labor Code of the Russian Federation and other regulatory legal acts of the Russian Federation and Rospotrebnadzor in the field of labor, employment, labor protection and health.

Labor Relations civil servants are regulated by labor legislation and other acts containing labor law norms with the peculiarities established by the Federal Law of July 27, 2004 No. 79-FZ (as amended on November 21, 2011, as amended on November 22, 2011) “On the State Civil Service of the Russian Federation » and regulatory legal acts of the Russian Federation on the civil service.

9.5. In order to establish and develop information interaction, the Parties agreed to place on the main pages of their websites graphically designed hyperlinks (banners) to the websites of social partners under this Agreement. Website address of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare - www.rospotrebnadzor.ru; the website address of the trade union of healthcare workers of the Russian Federation is www.przrf.ru.

FEDERAL SERVICE FOR SUPERVISION IN THE FIELD OF PROTECTION
CONSUMER RIGHTS AND HUMAN WELL-BEING

ORDER

In accordance with paragraph 9 of the Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, No. 33, Art. 3852)

I order:

1. Approve the terms of remuneration for employees of Rospotrebnadzor and its territorial bodies, whose remuneration is currently carried out on the basis of the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions (Appendix).

2. Heads of departments of Rospotrebnadzor for the constituent entities of the Russian Federation for railway transport:

2.1. Approve the provisions on remuneration of employees of the territorial bodies of Rospotrebnadzor in accordance with the conditions approved by this order and introduce them from December 1, 2008.

2.2. Until November 1, 2008, take measures to conclude additional agreements to labor contracts (conclusion of new labor contracts) with employees in connection with the introduction of new wage systems.

2.3. Organize and take personal part in the work to inform employees on the transition to a new wage system.

3. To impose control over the execution of this order on the Deputy Head of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare N.V. Shestopalov.

Supervisor
G.G.Onishchenko

Registered
at the Ministry of Justice
Russian Federation
September 19, 2008
registration N 12310

Application. Terms of remuneration for employees of Rospotrebnadzor and its territorial bodies

Application

APPROVED
order of the Federal Service
on supervision in the field of protection of rights
consumers and human well-being
of September 3, 2008 N 311

TERMS
remuneration of employees of Rospotrebnadzor
and its territorial bodies, whose remuneration is currently carried out
on the basis of the Unified tariff scale for remuneration of employees of federal state institutions

I. General provisions

These conditions are developed in accordance with paragraph 9 of the Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "and include salaries (tariff rates), as well as the procedure and conditions for paying compensation the nature and procedure, conditions and amounts of incentive payments in accordance with the lists of types of compensation and incentive payments approved by the Ministry of Health and social development Russian Federation, at the expense of the federal budget and the criteria for their establishment.

When the Government of the Russian Federation approves base salaries (base official salaries) for professional qualification groups (hereinafter referred to as PCGs), the salaries (official salaries) of employees holding the positions of employees (working in the professions of workers) included in these PCGs are established in an amount not lower than the corresponding base salaries (base salaries).

Remuneration of labor of employees employed part-time, as well as on a part-time or part-time basis working week, is made in proportion to the hours worked. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

The salary of an employee is not limited by the maximum size.

II. The procedure and conditions for remuneration of employees of the territorial bodies of Rospotrebnadzor

2.1. The salaries of employees holding the positions of employees are established on the basis of attributing the positions they hold to the PKG, approved by order of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n (registered by the Ministry of Justice of Russia on June 18, 2008, registration N 11858):

positions assigned to the PKG "Industry-wide positions of first-level employees"
positions assigned to the PKG "Industry-wide positions of employees of the second level"
positions assigned to the PKG "Industry-wide positions of employees of the third level"
positions assigned to the PKG "Industry-wide positions of employees of the fourth level"

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

2.2. The regulations on remuneration and labor incentives for employees of territorial bodies provide for the establishment of increasing coefficients for salaries:

increasing coefficient to the salary for the position held;





The decision to introduce appropriate multiplying factors is made by the head of the territorial body, taking into account the provision of these payments. financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 2.3-2.5 of this section.

2.3. The increasing coefficient to the salary for the position held is established for all employees holding positions of employees that provide for categorization. Sizes of multiplying coefficients:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.4. A personal increase factor to the salary can be set for an employee holding the position of an employee, taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks, length of service in the territorial body and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the territorial body personally in relation to a particular employee. The recommended size of the multiplying factor is within 2.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.5. A personal incremental coefficient to the salary for length of service is established for all employees holding the position of an employee, depending on the total number of years worked in healthcare institutions, territorial bodies. Recommended sizes of the multiplying coefficient to the salary for the length of service:







The application of a personal multiplier to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.6. Employees are paid the bonuses provided for in section V of these conditions.

III. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers

3.1. Salaries of workers are set in the following amounts:

1 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
2 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
3 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
4 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
5 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
6 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
7 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers
8 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers

3.2. Workers are provided with the establishment of increasing coefficients to salaries:

personal increase factor to salary;

increasing coefficient to the salary for the length of service.

The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 3.3-3.5 of this section.

3.3. The increasing coefficient to the salary can be set for the worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of the assigned tasks, work experience and other factors.

The decision to establish a multiplier to the salary and its size is taken by the head personally in relation to a particular employee. The size of the multiplying factor is within 2.

The application of the increasing coefficient to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.4. The increasing coefficient to the salary for the length of service is established for all employees holding the position of a worker, depending on the total number of years worked in the territorial bodies. The sizes of the increasing coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.5. At the time of the introduction, from December 1, 2008, of a new regulation on remuneration and labor incentives for employees of the territorial body, a multiplying coefficient is established for the salary for the performance of important (especially important) and responsible (especially responsible) work for all workers of the territorial body, rated for category 9 and above the Uniform Tariff nets for remuneration of employees of territorial bodies without limitation of validity period.

3.6. The workers shall be paid the bonuses provided for in section V of these conditions.

3.7. Clauses 3.1-3.6 apply to the professions of workers not included in the ETCS, for which the qualification characteristics of the work are approved in the prescribed manner by the Ministry of Health and Social Development of Russia.

IV. The procedure and conditions for establishing compensation payments

4.1. The remuneration of labor of employees of territorial bodies engaged in hard work, work with harmful, dangerous and other special working conditions, is made at an increased rate.

For these purposes, in accordance with the List of types of compensation payments in the territorial bodies of Rospotrebnadzor, approved in the prescribed manner, the following compensation payments can be established for employees:

- payments for work in conditions that deviate from normal (when combining professions (positions), overtime, work at night, when expanding service areas, when increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work specified in the employment contract, for work on weekends and non-working holidays);

- payments for work in areas with special climatic conditions.

4.2. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

4.3. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

4.4. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the labor contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

4.5. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.

The recommended amount of additional payment is 20 percent of the part of the salary (official salary) for an employee's hour of work.

The calculation of part of the salary (official salary) per hour of work is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year.

4.6. Increased pay for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.

The amount of the surcharge is:

not less than a single daily rate in excess of the salary (official salary) when working full-time, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, and in the amount of at least a double daily rate in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working hours;

not less than a single part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, and in the amount of at least a double part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.

4.7. The increased payment for overtime work is for the first two hours of work - at least one and a half times, for the next hours - twice the size in accordance with Article 152 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, N 1 (part I), art. 3 ).

V. The procedure and conditions for bonus payment to employees of the territorial bodies of Rospotrebnadzor

5.1. In order to encourage employees for the work performed in accordance with the List of types of incentive payments approved by the order of the Ministry of Health and Social Development of Russia, the following are paid:
_______________
The decision on the introduction of each specific bonus is made by the head of the territorial body. At the same time, the name of the award and the conditions for its implementation are included in the regulation on remuneration and incentives for the work of employees of the relevant territorial body.


bonus based on the results of work (for a quarter, half a year, 9 months, a year);
_______________
The period for which the bonus is paid is specified in the regulation on payment and incentives for the work of employees of the territorial body. In a territorial body, several bonuses for different periods of work can be introduced simultaneously - based on the results of work for the quarter and a bonus based on the results of work for the year.


award for exemplary quality of work performed;

bonus for the performance of particularly important and urgent work;

bonus for intensity and high performance.

Bonuses are carried out by decision of the head within the budgetary allocations provided for the remuneration of employees of the territorial body.

Bonuses for employees of the territorial body are carried out on the basis of the provision on bonuses approved by the local regulatory act for the territorial body.

5.2. Award takes into account:

successful and conscientious performance by the employee of his official duties in the relevant period;

initiative, creativity and application in work modern forms and methods of labor organization;

performance of the assigned work related to the provision of the work process;

participation during the month in the implementation of important work, events.

The performance bonus is paid within the limits of available funds. The specific amount of the bonus can be determined as a percentage of salary ( official salary) of an employee, and in absolute terms. Maximum size performance bonus is unlimited.

5.3. The bonus for the performance of particularly important and urgent work is paid to employees at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.

5.4. The bonus for the intensity and high results of work is paid to employees at a time for the intensity and high results of work. The following are taken into account when awarding:

intensity and intensity of work;

a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems).

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

VI. Other wage issues

6.1. Material assistance can be provided to employees from the payroll fund. The decision to provide material assistance and its specific amount is made by the head of the territorial body on the basis of a written application from the employee.

6.2. For the positions of employees (professions of workers), the salaries for which are not determined by these terms of remuneration of employees of Rospotrebnadzor and its territorial bodies, the salaries are established by decision of the head of the territorial body.

Electronic text of the document
prepared by CJSC "Kodeks" and verified according to.

Registered with the Ministry of Justice of the Russian Federation 25-th of August 2008 No. 000

MINISTRY OF HEALTH AND SOCIAL DEVELOPMENT

RUSSIAN FEDERATION

FEDERAL SERVICE FOR SUPERVISION IN THE FIELD OF PROTECTION

CONSUMER RIGHTS AND HUMAN WELL-BEING

ORDER

dated 01.01.01 No. 000

ON THE INTRODUCTION OF THE NEW SYSTEM

PAYMENT OF EMPLOYEES OF FEDERAL BUDGET

OF INSTITUTIONS OF ROSPOTREBNADZOR

(as amended by the Order of Rospotrebnadzor)

In order to implement the Decree of the Government of the Russian Federation dated 5th of August 2008 No. 000 "On the introduction of new systems wages workers federal budget institutions and federal state bodies, as well as civilian personnel of military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently carried out on the basis of unified tariff scale on wages of employees of federal state institutions" I order:

1. Approve:

1.1. Approximate regulation on the remuneration of employees of federal budget institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare (Appendix).

1.2. Approximate regulation on remuneration of employees of federal budgetary institutions of science of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare (Appendix).

1.3. Approximate regulation on remuneration of employees of federal budgetary healthcare institutions of the system of anti-plague institutions of the Federal Service for Surveillance in the Sphere of Consumer Rights Protection and Human Welfare (Appendix).

2. Chief physicians of the Centers for Hygiene and Epidemiology in the constituent entities of the Russian Federation, on railway transport, directors of research institutes, chief physician of the Anti-Plague Center, chiefs of anti-plague stations, chief physicians of federal state health care institutions of disinfection profile, chief physician of the Center for Hygienic Education of the Population in Moscow, director of the Russian Register of Potentially Hazardous Chemical and Biological Substances, director of the FGUZ "Information -methodical center "Expertise":

2.1. Taking into account the exemplary provisions on the remuneration of employees of federal budgetary institutions approved by this Order, up to September 1 2008 to approve the provisions on the systems of remuneration of employees of institutions and introduce them with December 1 2008

Increasing coefficients for salaries are established for a certain period of time during the relevant calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in the paragraphs of this chapter of the Provisional Regulations.

2.4. The increasing coefficient to the salary for the position held is set for all medical workers of the institution, depending on the assignment of the position to the qualification level of the PCG. Recommended sizes of multiplying factors according to qualification levels PCG:

PKG "Medical and pharmaceutical personnel"
2 qualification level
3 qualification level
4 qualification level
5 qualification level
PKG "Doctors and pharmacists"
2 - 4 qualification level

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentives and compensation payments set as a percentage of salary.

2.5. A personal increase factor to the salary can be set for a medical worker, taking into account the level of his vocational training, complexity, importance work performed, the degree of independence and responsibility in the performance of tasks, and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee.

2.6. The increasing coefficient to the salary for the length of service is established for all medical workers, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

2.7. The increasing coefficient to the salary for the institution (structural unit) is established for all medical workers. Recommended dimensions are given in Appendix No. 1.

2.8. The increasing coefficient to the salary for the qualification category is set in order to stimulate medical workers to the qualitative result of labor, by improving professional qualifications and competence.

Additionally, by decision of the head of the institution, for medical workers who have been assigned academic degree candidate (doctor) of medical, biological or chemical sciences or awarded the honorary title of "Honored Doctor", the specified salary increase may be increased.

2.9. Taking into account the working conditions for medical workers, compensation payments are established, provided for in Chapter 6 of this Regulation.

2.10. Medical workers are paid bonuses provided for in Chapter 7 of this Model Regulation.

III. The procedure and conditions for remuneration of employees,

employees holding positions (with the exception of positions

healthcare workers)

3.1. Recommended minimum wages for employees holding positions not included in the PKG ( chief accountant branch, as well as the chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch):

Chief accountant of the branch - 7000 rubles;

Chief Engineer, Chief Power Engineer and other chief specialists directly subordinate to the head of the branch<*>- 6500 rub.

<*>In addition to employees holding the position of deputy head of the institution.

3.2. The recommended minimum salary for employees holding the positions of an expert chemist in a health care facility; biologist, zoologist, entomologist, expert physicist in monitoring sources of ionizing and non-ionizing radiation, are established on the basis of attributing the positions of employees they hold to the PKG "Positions of third-level specialists in healthcare institutions and providing social services", approved by the Order of the Ministry of Health and Social Development of Russia dated 01.01.01 No. 000n (registered by the Ministry of Justice of Russia April 9 2008, registration number 000) and amounts to 5,000 rubles.

3.3. The recommended minimum salaries for employees holding positions of administrative and economic personnel are established on the basis of attributing the positions of employees they hold to the PKG, approved by Order of the Ministry of Health and Social Development of Russia dated 01.01.01 No. 000n (registered by the Ministry of Justice of Russia June 18 2008, registration number 000):

first level employees
positions assigned to the PKG "General industry positions second level employees
positions assigned to the PKG "General industry positions third level employees
positions assigned to the PKG "General industry positions Level 4 employees

The salaries of deputy heads of structural subdivisions are recommended to be set at 5-10% lower than the salaries of the respective heads.

3.4. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of employees holding positions of employees (with the exception of positions of medical workers) increasing coefficients to salaries:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient to the salary for the qualification category.

The decision on the introduction of appropriate multipliers is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in the paragraphs of this chapter of the Provisional Regulations.

3.5. The increasing coefficient to the salary for the position held is established for all employees holding positions of employees (with the exception of positions of medical workers) that provide for categorization. Recommended sizes of multipliers:

main<*>

<*>Does not apply to employees whose salaries are set in accordance with clause 3.1 of this Model Regulation.

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.6. A personal increase factor to the salary can be set for an employee holding the position of an employee (with the exception of the positions of medical workers), taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in performing the assigned tasks, length of service in the institution and other factors .

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor: within 3.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.7. A personal incremental coefficient to the salary for length of service is set for all employees holding the position of an employee, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of a personal multiplier to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.8. The increasing coefficient to the salary for the institution (structural unit) is established for all employees holding the positions of employees (with the exception of the positions of medical workers). Recommended dimensions are given in Appendix No. 1.

The increasing coefficient to the salary for the institution (structural unit of the institution) does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.

3.9. The increasing coefficient to the salary for the qualification category is established with the aim of stimulating a qualitative result of labor, by improving the professional qualifications and competence of employees holding the positions of an expert chemist of a healthcare institution, a biologist, a zoologist, an entomologist, an expert physicist in monitoring sources of ionizing and non-ionizing radiation.

in the presence of the highest qualification category - 0.15;

in the presence of the first qualification category - 0.12;

in the presence of the second qualification category - 0.10.

Additionally, by decision of the head of the institution, for medical workers holding the positions of an expert chemist, biologist, zoologist, entomologist, expert physicist in monitoring sources of ionizing and non-ionizing radiation, who have been awarded the degree of candidate (doctor) of biological, physical or chemical sciences, the specified increase to salary may be increased. Recommended magnification range: 0.05 - 0.15.

3.10. Taking into account the working conditions, employees holding positions of employees are provided with compensation payments provided for in Chapter 6 of this Regulation.

3.11. Employees holding positions of employees are paid bonuses provided for in Chapter 7 of this Model Regulation.

IV. The procedure and conditions of remuneration

employees who carry out professional activity

1 category of work in accordance with the Unified Tariff -
2 category of work in accordance with the Unified Tariff - qualification directory of works and professions
3 category of work in accordance with the Unified Tariff - qualification directory of works and professions
4 category of work in accordance with the Unified Tariff - qualification directory of works and professions
5 category of work in accordance with the Unified Tariff - qualification directory of works and professions
6 category of work in accordance with the Unified Tariff - qualification directory of works and professions
7 category of work in accordance with the Unified Tariff - qualification directory of works and professions
8 category of work in accordance with the Unified Tariff - qualification directory of works and professions

4.2. The regulation on payment and incentives for the work of employees of an institution may provide for the establishment of increasing coefficients for workers to salaries:

In order to implement Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides military and equivalent service, the remuneration of which is currently carried out on the basis of a single tariff scale for the remuneration of employees of federal state institutions "* I order:

1. Approve:

1.1. Approximate regulation on remuneration of employees of federal budgetary healthcare institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare (Appendix N 1).

1.2. Approximate regulation on remuneration of employees of federal budgetary institutions of science of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare (Appendix N 2).

1.3. Approximate regulation on remuneration of employees of federal budgetary healthcare institutions of the system of anti-plague institutions of the Federal Service for Surveillance in the Sphere of Consumer Rights Protection and Human Welfare (Appendix N 3).

2. Chief physicians of the Centers for Hygiene and Epidemiology in the constituent entities of the Russian Federation, in railway transport, directors of research institutes, chief physician of the Anti-Plague Center, heads of anti-plague stations, chief physicians of federal state health care institutions of a disinfection profile, chief physician of the Center for Hygienic Education of the Population in the city of Moscow, Director of the Russian Register of Potentially Hazardous Chemical and Biological Substances, Director of the FGUZ "Information and Methodological Center" Expertise ":

2.1. Taking into account the approximate provisions on remuneration of employees of federal budgetary institutions, approved by this order before September 1, 2008, approve the provisions on remuneration systems for employees of institutions and introduce them from December 1, 2008.

2.2. Before November 1, 2008, take measures to conclude additional agreements to labor contracts (conclude new labor contracts) with employees in connection with the introduction of new wage systems in institutions.

2.3. Organize and take personal part in the work to inform all employees of the institution on the transition to a new wage system.

3. Head of the Financial and Economic Department of Rospotrebnadzor Grishina V.N., Head of the Department of Regulatory Support of Rospotrebnadzor Kulagina O.A. before August 31, 2008, to prepare proposals for introducing amendments and additions to the orders of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in connection with the introduction of a new wage system for employees of federal budgetary institutions of Rospotrebnadzor.

4. Head of the Department of Affairs Belykh S.V. before December 1, 2008, to prepare for conclusion labor contracts (additions to labor contracts) with the heads of federal budgetary institutions of Rospotrebnadzor in connection with the transition to a new wage system.

5. To impose control over the execution of the order on the Deputy Head of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare N.V. Shestopalov.

Head G. Onishchenko

Appendix No. 1

Approximate regulation on remuneration of employees of federal budgetary healthcare institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare

I. General provisions

1.1. This Model Regulation has been developed in accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "and includes:

the name, conditions for the implementation and amounts of compensation payments in accordance with the list of types of compensation payments approved in the prescribed manner, as well as the recommended amounts of increasing coefficients for salaries and other incentive payments in accordance with the list of types of incentive payments approved in the established procedure, at the expense of all sources of financing, and the criteria for their establishment;

conditions of remuneration of heads of institutions.

2.3. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of increasing coefficients for salaries for medical workers:

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 2.4-2.8 of this chapter of the Model Regulations.

2.4. The increasing coefficient to the salary for the position held is set for all medical workers of the institution, depending on the assignment of the position to the qualification level of the PCG. Recommended sizes of increasing coefficients for the qualification levels of the PCG:

2.5 A personal salary increase factor can be set for a medical worker, taking into account the level of his professional training, the complexity, importance of the work performed, the degree of independence and responsibility in the performance of assigned tasks, and other factors.

2.6. The increasing coefficient to the salary for the length of service is set for all medical workers, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

2.7. The increasing coefficient to the salary for the institution (structural unit) is set for all medical workers. Recommended dimensions are given in Appendix N 1.

2.8. The increasing coefficient to the salary for the qualification category - is established in order to stimulate medical workers to a qualitative result of work, by increasing professional qualifications and competence.

Additionally, by decision of the head of the institution, for medical workers who have been awarded the degree of candidate (doctor) of medical, biological or chemical sciences or have been awarded the honorary title "Honored Doctor", the specified increase in salary may be increased.

2.9. Taking into account the working conditions for medical workers, compensation payments are established, provided for in Chapter 6 of this regulation.

2.10. Medical workers are paid bonuses provided for in Chapter 7 of this Model Regulation.

III. The procedure and conditions for remuneration of employees holding positions of employees (with the exception of positions of medical workers)

3.1. Recommended minimum salaries for employees holding positions not included in the PKG (chief accountant of the branch, as well as chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch):

Chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch 3 - 6500 rubles.

3.2. The recommended minimum salary for employees holding the positions of an expert chemist in a health care facility; biologist, zoologist, entomologist, expert physicist in monitoring sources of ionizing and non-ionizing radiation, are established on the basis of assigning the positions of employees they hold to the PKG "Positions of third-level specialists in healthcare institutions and providing social services", approved by order of the Ministry of Health and Social Development of Russia dated March 31 2008 N 149n (registered by the Ministry of Justice of Russia on April 9, 2008, registration N 11481) and amounts to 5,000 rubles.

3.3. The recommended minimum salaries for employees holding positions of administrative and economic personnel are established on the basis of attributing the positions of employees they hold to the PCG by the approved order of the Ministry of Health and Social Development of Russia of May 29, 2008 N 247n (registered by the Ministry of Justice of Russia on June 18, 2008, registration N 11858):

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

3.4. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of employees holding positions of employees (with the exception of positions of medical workers) increasing coefficients to salaries:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient to the salary for the qualification category.

The decision on the introduction of appropriate multipliers is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 3.5-3.9 of this chapter of the Model Regulations.

3.5. The increasing coefficient to the salary for the position held is set for all employees holding positions of employees (with the exception of positions of medical workers) that provide for categorization. Recommended sizes of multipliers:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.6. Personal incremental coefficient to the salary - can be set for an employee holding the position of an employee (with the exception of the positions of medical workers), taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in performing the assigned tasks, work experience in the institution and others factors.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.7. The personal incremental coefficient to the salary for the length of service is set for all employees holding the position of an employee, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of a personal multiplier to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.8. The increasing coefficient to the salary for the institution (structural unit) is set for all employees holding the positions of employees (with the exception of the positions of medical workers). Recommended dimensions are given in Appendix N 1.

The increasing coefficient to the salary for the institution (structural unit of the institution) does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.

3.9. The increasing coefficient to the salary for the qualification category is established with the aim of stimulating a qualitative result of labor, by improving the professional qualifications and competence of employees holding the positions of an expert chemist of a healthcare institution, a biologist, a zoologist, an entomologist, an expert physicist in monitoring sources of ionizing and non-ionizing radiation.

in the presence of the highest qualification category - 0.15;

in the presence of the first qualification category - 0.12;

in the presence of the second qualification category - 0.10.

Additionally, by decision of the head of the institution, for medical workers holding the positions of an expert chemist, biologist, zoologist, entomologist, expert physicist in monitoring sources of ionizing and non-ionizing radiation, who have been awarded the degree of candidate (doctor) of biological, physical or chemical sciences, the specified increase salary may be increased. Recommended magnification range: 0.05 - 0.15.

3.10. Taking into account the working conditions for employees holding positions of employees, compensation payments are established, provided for in Chapter 6 of this regulation.

3.11. Employees holding positions of employees are paid bonuses provided for in Chapter 7 of this Model Regulation.

4.2. The regulation on payment and incentives for the work of employees of an institution may provide for the establishment of increasing coefficients for workers to salaries:

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

The decision on the introduction of appropriate multipliers is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in clauses 4.3.-4.6. of this chapter of the Model Provision.

4.3. A personal increase factor to the salary can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of assigned tasks, work experience and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor: within 3.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.4. A personal incremental coefficient to the salary for length of service is established for all employees holding the position of a worker, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of a personal multiplier to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.5. The increasing coefficient to the salary for the institution (structural unit) is set for all employees engaged in professional activities in the professions of workers. Recommended dimensions are given in Appendix N 1.

The increasing coefficient to the salary for the institution, structural unit of the institution does not form a new salary. Compensatory and incentive payments are established as a percentage of the salary.

4.6. The increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work is established by decision of the head of the institution for workers rated at least 6 ETKS category and involved in performing important (especially important) and responsible (especially responsible) work. The decision to introduce an appropriate multiplier is made by the institution, taking into account the provision of these payments with financial resources.

4.7. Taking into account the working conditions, compensation payments are established for workers, provided for in Chapter 6 of this Model Regulation.

4.8. Workers are paid bonuses provided for in Chapter 7 of this Model Regulation.

4.9. Clauses 4.1.-4.8. apply to the professions of workers not included in the ETCS.

V. Terms of remuneration of the head of the institution, his deputies, chief accountant

5.1. The official salary of the head of the institution is determined by the employment contract. The amount of the official salary is established in accordance with the Regulations on the establishment of wage systems for employees of federal budgetary institutions, approved by Decree of the Government of the Russian Federation of August 5, 2008 N 583.

5.2. Taking into account the working conditions, compensation payments are established to the head of the institution and his deputies, the chief accountant, as provided for in Chapter 6 of this Model Regulation.

5.3. In the event that the head or his deputies - doctors, within the working hours for the main position, work in the specialty of a medical specialist, he may be given an incentive bonus for working in the specialty of a medical specialist.

5.4. Bonuses for the head are carried out taking into account the results of the institution's activities in accordance with the evaluation criteria and target indicators of the institution's performance, at the expense of federal budget allocations centralized by the chief administrator of federal budget funds for these purposes, in accordance with the Regulations on incentive payments to heads of institutions of the Federal Supervision Service in in the field of consumer protection and human well-being and approximate indicators of incentives (Appendix No. 2).

5.5. The deputies of the head, the chief accountant of the institution are paid the bonuses provided for in Chapter 7 of this Model Regulation.

VI. The procedure and conditions for establishing compensation payments

6.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate.

For these purposes, in accordance with the list of types of compensation payments in federal budgetary institutions, approved in accordance with the established procedure, the following compensation payments may be established for employees:

6.2. Payment to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions - is established in accordance with Article 147 of the Labor Code of the Russian Federation (with amendments and additions)5 to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. Recommended payouts:

6.3. The allowance for work in hazardous and difficult working conditions is established for employees employed in hazardous and difficult working conditions. Recommended size:

At the time of the introduction of new wage systems, the specified payment is established for all employees who received it earlier. At the same time, the employer takes measures to conduct certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification workplace recognized as safe, then the specified payment is withdrawn.

6.4. Percentage allowance for work with information constituting a state secret - is established in the amount and in the manner determined by the legislation of the Russian Federation.

6.5. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

6.6. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

6.7. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the labor contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

6.8. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.

6.9. Increased pay for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.

The amount of the surcharge is:

6.10. The increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with Article 152 of the Labor Code of the Russian Federation.

6.11. In areas with unfavorable natural climatic conditions, 6 apply to the wages of employees:

district coefficients;

percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republics of Buryatia and Khakassia. The conditions for calculating the length of service for the specified percentage allowances are determined in accordance with the current legislation of the Russian Federation.

VII. The procedure and conditions for bonuses to employees of the institution

7.1. In order to encourage employees for the work performed in the institution in accordance with the list of types of incentive payments in federal budgetary institutions, approved in the prescribed manner 7:

performance-based bonus (for a quarter, half a year, 9 months, a year) 8 ;

heads of structural divisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of deputy heads;

other employees employed in the structural divisions of the institution - on the proposal of the heads of structural divisions.

7.2. The award takes into account:

successful and conscientious performance by the employee of his official duties in the relevant period;

7.3. Bonus for the exemplary quality of work performed - is paid to employees at a time when:

7.4. The bonus for the performance of particularly important and urgent work is paid to employees at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.

7.5. The bonus for the intensity and high results of work - is paid to employees at a time for the intensity and high results of work. The award takes into account:

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

VIII. Other wage issues

8.1. Material assistance can be provided to employees from the payroll fund. The decision to provide material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee.

8.2. The head of the institution has the right to delegate to the head of the branch the authority to determine the wages of the employees of the branch, compensation and incentive payments within the funds allocated by the branch for wages.

8.3. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary of the head physician of the branch.

1 Head of the branch of the Center for Hygiene and Epidemiology.

2 Deputy head of the branch of the Center for Hygiene and Epidemiology.

4 Does not apply to employees whose salaries are set in accordance with clause 3.1 of this Model Regulation.

5 Collection of Legislation of the Russian Federation, 2002, N 1 (part 1), Art. 3.

6 The Regulations of institutions located in areas with unfavorable natural climatic conditions indicate the amounts of coefficients and percentage premiums in accordance with the current legislation of the Russian Federation.

7 The decision to introduce each specific bonus is made by the head of the institution. At the same time, the name of the award and the conditions for its implementation are included in the regulation on remuneration and incentives for the work of employees of the relevant institution.

8 The period for which the bonus is paid is specified in the regulation on payment and incentives for the work of employees of the institution. In an institution, several bonuses can be introduced simultaneously for different periods of work - based on the results of work for the quarter and a bonus based on the results of work for the year.

Regulations on incentive payments to heads of institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare and approximate indicators of incentives

4. Bonus payments are made by the head of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare.

6. Bonus payments are made based on the results of the work of the institution, on the basis of these Regulations, based on the results of summing up the results of the activities of the institution.

9. Evaluation criteria and performance targets are:

ensuring the main indicators of the supervisory activities of the department of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation and the implementation of measures to implement departmental targeted programs:

full implementation of measures to ensure the supervisory activities of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation;

full implementation of the instructions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation to ensure sanitary and epidemiological surveillance;

timely preparation of information and analytical materials for the department of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation;

work with personnel:

implementation of the target recruitment plan for the medical and preventive faculty;

Certification of employees for qualification categories.

10. The bonus to managers can be increased if the institution provides:

preparation and holding of training seminars for service specialists in their territories.

a negative assessment of the activities of the institution by the head of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation;

poor quality of documents sent to the department of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare in the constituent entity of the Russian Federation and Federal Service on supervision in the field of consumer protection and human well-being.

Appendix No. 2

Approximate regulation on remuneration of employees of federal budgetary institutions of science of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare

I. General provisions

the name, conditions for the implementation and amounts of compensation payments in accordance with the list of types of compensation payments approved in the prescribed manner, as well as the recommended amounts of increasing coefficients for salaries and other incentive payments in accordance with the list of types of incentive payments approved in the established procedure, at the expense of all sources of financing, and the criteria for their establishment;

conditions of remuneration of heads of institutions including.

1.2. When the Government of the Russian Federation approves base salaries (base official salaries) for professional qualification groups (hereinafter referred to as BCG), the salaries (official salaries) of employees holding the positions of employees (working in the professions of workers) included in these BCGs are established in an amount not lower than the corresponding base salaries (base salaries).

1.3. The remuneration of employees employed part-time, as well as on a part-time basis, is made in proportion to the time worked or depending on the amount of work performed. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

1.4. The salary of an employee is not limited by the maximum size.

II. The procedure and conditions for remuneration of workers in the sphere scientific research and development

2.1. The recommended minimum salaries for employees in the field of research and development of the institution are established on the basis of attributing the positions of employees they hold to the PKG, approved by order of the Ministry of Health and Social Development of Russia of July 3, 2008 N 305n (registered by the Ministry of Justice of Russia on July 18, 2008, registration N 12001):

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

2.2. The regulation on the remuneration of employees of an institution may provide for the establishment of increasing coefficients for salaries for employees in the field of scientific research and development:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of incentive salary increases are given in paragraphs 2.3-2.6 of this section of the Model Regulations.

2.3. The increasing coefficient to the salary for the position held is set for all employees in the field of research and development of the institution in the following recommended amount:

For positions requiring categorization (except for scientific workers):

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.4. A personal increase factor to the salary can be set for an employee in the field of research and development, taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in performing the assigned tasks, work experience in the institution and other factors. The decision to establish a personal multiplier and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplier is up to 3.0.

2.5. The increasing coefficient to the salary for the length of service is established for all employees in the field of scientific research and development, depending on the total number of years worked in scientific institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of a personal multiplier to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.6. The increasing coefficient to the salary for the institution (structural unit of the institution) is established for all employees in the field of scientific research and development, in the amount in accordance with Appendix No. 1.

2.7. Employees in the field of scientific research and development of the institution, holding positions, academic degrees for which are provided qualifications, allowances are set:

Employees employed part-time, as well as on a part-time basis, the accrual of allowances is made in proportion to the hours worked.

These allowances do not apply to employees who are paid for the title of full member and corresponding member of state academies of sciences.

2.8. Taking into account the working conditions, compensation payments are established for employees in the field of scientific research and development, as provided for in Chapter 7 of this Model Regulation.

2.9. Employees in the field of scientific research and development are paid bonuses provided for in Chapter 8 of this Model Regulation.

III. The procedure and conditions for remuneration of medical workers,

employed in structural divisions of institutions

3.1. The recommended minimum salaries of medical workers of the institution are established on the basis of attributing the positions of employees they hold to the PCG by the approved order of the Ministry of Health and Social Development of Russia of August 6, 2007 N 526 (registered by the Ministry of Justice of Russia on September 27, 2007, registration N 10190):

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

3.3. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of increasing coefficients for salaries for medical workers:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient to the salary for the qualification category.

The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The size of the increasing coefficients to the salary is determined by multiplying the size of the employees' salaries by the increasing coefficients.

Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of increasing coefficients to the salary are given in paragraphs 3.4-3.7 of this chapter of the Model Regulations.

3.4. The increasing coefficient to the salary for the position held is set for all medical workers of the institution, depending on the assignment of the position to the qualification level of the PCG. Recommended sizes of the boost factor:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.5. A personal increase factor to the salary can be set for a medical worker, taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in performing the assigned tasks, length of service in the institution and other factors. The decision to establish a personal multiplier and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is up to 3.0.

The application of a personal coefficient to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.6. The increasing coefficient to the salary for the length of service is established for all medical workers, depending on the total number of years worked in healthcare and science institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

3.7. The increasing coefficient to the salary for the institution (structural unit of the institution) is established for all medical workers. Recommended dimensions are given in Appendix N 1.

The increasing coefficient to the salary for an institution, structural unit of an institution does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution, structural unit of an institution does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account the increasing coefficient to the salary for the institution, structural unit of the institution.

3.8. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of an increasing coefficient for medical workers for the qualification category. The decision on the introduction of the relevant norm is made by the institution, taking into account the provision of these payments with financial resources.

The increasing coefficient to the salary for the qualification category is set as a percentage of the salary in order to stimulate medical workers to a qualitative result of work, by increasing professional qualifications and competence. Recommended sizes of the boost factor:

By decision of the head of the institution, the increasing coefficient to the salary for the qualification category of medical workers who have been awarded the degree of candidate (doctor) of medical, biological or chemical sciences or the honorary title of "Honored Doctor" may be increased by the recommended amount of 0.5 - 0.15 and is regulated by the local regulatory act of the institution.

3.9. Taking into account the working conditions, compensation payments are established for medical workers, provided for in Chapter 7 of this Model Regulation.

3.10. Medical workers are paid bonuses provided for in Chapter 8 of this Model Regulation.

IV. The procedure and conditions for remuneration of employees holding positions of employees (with the exception of positions of employees in the field of scientific research and development and positions of medical workers)

4.1. Recommended minimum salaries for employees holding the positions of chief accountant of a branch, as well as chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch (not classified as PKG):

chief accountant of the branch - 8000 rubles;

chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch - 7000 rubles.

4.2. Recommended minimum salaries for workers holding positions as an expert chemist; biologist, zoologist, entomologist, physicist expert in control of sources of ionizing and non-ionizing radiation, etc. set at 5,000 rubles.

4.3. The recommended minimum salaries for employees holding positions of administrative and economic personnel are established on the basis of attributing the positions of employees they hold to the PKG by the approved order of the Ministry of Health and Social Development of Russia of May 29, 2008 N 247n (registered by the Ministry of Justice of Russia on June 18, 2008, registration N 11858):

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

4.4. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of employees holding positions of employees (with the exception of positions of employees in the field of scientific research and development and positions of medical workers), increasing coefficients to salary:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution).

The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The size of the increasing coefficients to the salary is determined by multiplying the size of the employees' salaries by the increasing coefficients.

Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of increasing coefficients to the salary are given in paragraphs 4.5-4.8 of this chapter of the Model Regulations.

4.5. The increasing coefficient to the salary for the position held is established by all employees holding positions (with the exception of positions of employees in the field of scientific research and development and positions of medical and pharmaceutical workers), which provide for categorization.

The application of a multiplier to the salary according to the position does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.6 A personal increase factor to the salary can be established for an employee holding the position of an employee (with the exception of positions of employees in the field of scientific research and development and positions of medical and pharmaceutical workers), taking into account the level of his professional training, complexity, importance of the work performed, the degree of independence and responsibility in performance of tasks, length of service in the institution and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is up to 3.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.7. The increasing coefficient to the salary for the length of service is established for all employees holding the position of an employee, depending on the total number of years worked in scientific institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.8. The increasing coefficient to the salary for the institution, structural unit of the institution is established for all employees holding positions of employees (with the exception of positions of employees in the field of scientific research and development and positions of medical and pharmaceutical workers). The recommended sizes of the multiplying factor are given in Appendix N 1.

The increasing coefficient to the salary for an institution, structural unit of an institution does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution, structural unit of an institution does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary for the institution, structural unit of the institution.

4.9. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of an increase coefficient for the qualification category for employees holding the positions of an expert chemist, biologist, zoologist, entomologist, and expert physicist in monitoring sources of ionizing and non-ionizing radiation. The decision on the introduction of the relevant norm is made by the institution, taking into account the provision of these payments with financial resources.

The increasing coefficient for the qualification category is set as a percentage of the salary in order to stimulate employees holding the positions of an expert chemist of a healthcare institution, a biologist, a zoologist, an entomologist, an expert physicist in control of sources of ionizing and non-ionizing radiation to a qualitative result of labor, by improving their professional qualifications and competence. Recommended sizes of the boost factor:

0.15 - in the presence of the highest qualification category;

0.12 - in the presence of the first qualification category;

0.10 - in the presence of the second qualification category.

By decision of the head of the institution, the increasing coefficient for the qualification category of employees who have been awarded the degree of candidate (doctor) of biological, physical or chemical sciences can be increased by the recommended amount of 0.05-0.15 and is regulated by the local regulatory act of the institution.

V. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers

5.2. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of increasing coefficients for workers to salary:

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution).

The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The size of the increasing coefficients to the salary is determined by multiplying the size of the employees' salaries by the increasing coefficients.

Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of incentive salary increases are given in clauses 5.3. and 5.5. of this chapter of the Model Provision.

5.3. A personal increase factor to the salary can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of assigned tasks, the length of service in the institution and other factors. The decision to establish a personal multiplier and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is up to 3.0.

The application of a personal coefficient to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

5.4. The increasing coefficient to the salary for length of service is set for all workers, depending on the total number of years worked in institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

5.5. The increasing coefficient to the salary for the institution (structural subdivision of the institution) is established for all employees engaged in professional activities in the professions of workers. The recommended sizes of the multiplying factors are given in Appendix N 1.

The application of a multiplying factor to the salary of an institution, structural unit of an institution does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary.

5.6. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of a multiplying coefficient for workers to pay for the performance of important (especially important) and responsible (especially responsible) work. The specified coefficient can be set to the salaries of workers, rated not lower than the 6th category of the ETKS, when performing important (especially important) and responsible (especially responsible) work. The increasing coefficient is set for the period of performance of the specified works, but not more than 1 year. The decision on the application of the specified multiplying factor is made by the head of the institution. The decision on the introduction of the relevant norm is made by the institution, taking into account the provision of these payments with financial resources.

At the time of the introduction from December 1, 2008 of a new regulation on remuneration and incentives for the work of employees of the institution, it is recommended to establish an increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work for all workers of the institution, rated at 9 categories and above the Unified tariff scale for the remuneration of employees of federal state institutions, the multiplying coefficient is established without limitation of validity.

5.7. Taking into account the working conditions, compensation payments are established for employees, provided for in Chapter 7 of this Model Regulation.

5.9. Paragraphs 5.1-5.8 apply to the professions of workers not included in the ETCS.

VI. Terms of remuneration of the head of the institution and his deputies, chief accountant

The salaries of the deputy head of the institution, the chief accountant are set at 10-30% lower than the salary of the head.

6.3. A stimulating bonus for work in the specialty of a doctor is established for medical directors and their deputies - doctors for working in the specialty of a doctor within the working hours of the main position.

6.4. Bonuses are established to the head of the institution, taking into account the results of the institution's activities, in accordance with the evaluation criteria and target indicators of the institution's performance at the expense of federal budget allocations centralized by the chief administrator of federal budget funds for these purposes in the manner prescribed by the Regulations on incentive payments to heads of scientific institutions of the Federal Service for supervision in the field of consumer protection and human well-being and approximate indicators of incentives (Appendix No. 2).

The amount of bonuses for the head, the procedure and criteria for its payment are annually established by the main manager of federal budget funds in an additional agreement to the employment contract of the head of the institution.

6.5. The deputies of the head, the chief accountant of the institution are paid the bonuses provided for in Chapter 8 of this Model Regulation.

7.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate. For these purposes, in accordance with the list of types of compensation payments in federal budgetary institutions, approved in accordance with the established procedure, the following compensation payments can be made to employees:

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

Bonus for work in dangerous and difficult working conditions;

Percentage allowance for work with information constituting a state secret;

Surcharge for combining professions (positions);

Surcharge for expanding service areas;

Additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract;

Surcharge for night work;

Increased pay for work on weekends and non-working holidays;

Increased overtime pay;

District coefficient;

Coefficient for work in desert and waterless areas;

Coefficient for work in high mountain areas;

Percentage bonus for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republic of Buryatia, and the Republic of Khakassia.

The procedure for establishing compensation payments is determined in accordance with the clarification on the procedure for establishing compensation payments in federal budgetary institutions, approved by Order of the Ministry of Health and Social Development of Russia of December 29, 2007 N 822 (registered by the Ministry of Justice of Russia on February 4, 2008, registration N 11081).

7.2. Payment to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions, is established in accordance with Article 147 of the Labor Code of the Russian Federation to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions. Recommended payouts:

At the time of the introduction of new wage systems, the specified payment is established for all employees who received it earlier. At the same time, the employer takes measures to conduct certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification, the workplace is recognized as safe, then the specified payment is withdrawn.

7.3. The allowance for work in hazardous and difficult working conditions is established for employees employed in hazardous and difficult working conditions. Recommended allowances:

At the time of the introduction of new wage systems, the specified payment is established for all employees who received it earlier. At the same time, the employer takes measures to conduct certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification, the workplace is recognized as safe, then the specified payment is withdrawn.

7.4. The percentage premium for work with information constituting a state secret is established in the amount and in the manner determined by the legislation of the Russian Federation.

7.5. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.6. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.7. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the labor contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.8. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.

The calculation of part of the salary (official salary) per hour of work is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year.

7.9. Additional payment for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.

The amount of the surcharge is:

not less than a single daily rate in excess of the salary (official salary) when working full-time, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours and in the amount of at least a double daily rate in excess of the salary (official salary), if the work was performed in excess monthly norm of working hours;

not less than a single part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours and in the amount of at least a double part of the salary (official salary) in excess of the salary ( official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.

7.10. The increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with Article 152 of the Labor Code of the Russian Federation.

7.11. In areas with unfavorable natural climatic conditions, 3 apply to the wages of employees:

district coefficients;

coefficients for work in desert and waterless areas;

coefficients for work in high mountain areas;

percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republics of Buryatia and Khakassia. The conditions for calculating the length of service for the specified percentage allowances are determined in accordance with the current legislation of the Russian Federation.

8.1. In order to encourage employees for the work performed in the institution, in accordance with the list of types of incentive payments in federal budgetary institutions, approved in the prescribed manner, the following bonuses 4 are established:

performance-based bonus (per month, quarter, half-year, year) 5 ;

award for exemplary quality of work performed;

bonus for the performance of particularly important and urgent work;

bonus for intensity and high performance.

Bonuses are carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:

deputies of the head, chief accountant, chief specialists and other employees directly subordinate to the head;

other employees employed in the structural subdivisions of the institution - on the proposal of the head of the relevant structural subdivision.

Bonuses for employees of the institution are carried out on the basis of the Regulation on bonuses, approved by the local regulatory act for the institution.

8.2. The bonus based on the results of work (for a month, quarter, half a year, 9 months, a year) is paid in order to encourage employees for the overall results of work based on the results of work for a month.

The award takes into account:

initiative, creativity and application in the work of modern forms and methods of labor organization;

conducting high-quality preparation and holding events related to the statutory activities of the institution;

performance of the assigned work related to the provision of the work process or the statutory activities of the institution;

high-quality preparation and timely delivery of reports;

participation during the month in the implementation of important work, events.

The bonus based on the results of work for the month is paid within the limits of available funds. The specific amount of the bonus can be determined both as a percentage of the salary (official salary) of the employee, and in absolute size. There is no maximum monthly bonus based on the results of work.

encouragement by the President of the Russian Federation, the Government of the Russian Federation, awarding honorary titles of the Russian Federation and awarding a special insignia - the Gold Star medal, insignia of the Russian Federation, awarding orders and medals of the Russian Federation;

awarding departmental awards in cases provided for by regulatory legal acts.

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

intensity and intensity of work;

a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);

organizing and holding events aimed at increasing the authority and image of the institution among the population;

direct participation in the implementation of national projects, federal and regional targeted programs.

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

9.3. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary for the position of academic secretary.
____________

1 Excluding employees holding the position of deputy head of the institution.

2 Does not apply to employees whose minimum recommended salaries are set in accordance with paragraph 3.1. of this exemplary position.

3 The position of institutions located in areas with unfavorable natural climatic conditions indicates the size of the coefficients and percentage allowances in accordance with the current legislation of the Russian Federation.

4 The decision to introduce each specific bonus is made by the head of the institution. At the same time, the name of the award and the conditions for its implementation are included in the regulation on remuneration and incentives for the work of employees of the relevant institution.

5 The period for which the bonus is paid is specified in the regulation on payment and incentives for the work of employees of the institution. In an institution, several bonuses for different periods of work can be introduced at the same time, for example, a bonus based on the results of a quarter and a bonus based on the results of a year.

Appendix N 1 to the Approximate provision

Appendix N 2 to the Approximate provision

Regulation on incentive payments to heads of scientific institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare and approximate indicators of incentives

1. This Regulation was developed on the basis of the Decree of the Government of the Russian Federation of August 5, 2008 N 583, the order of the Ministry of Health and Social Development of the Russian Federation of April 8, 2008 N 167n "On approval of the procedure for calculating the size of the average wage to determine the size of the official salary of the head federal budget institution" (registered by the Ministry of Justice of Russia on May 5, 2008, registration N 11624).

The regulation provides for the payment of a bonus based on the results of work for a quarter, half a year, 9 months, a year, for the performance of important and especially important work.

2. Incentive payments are intended to increase the manager's interest in improving the effectiveness of his professional activities, in the qualitative result of his work, in the timely performance of his duties and encouraging him for the work done properly.

3. Bonus payments include:

performance-based bonus (quarterly, half-yearly, 9 months, yearly);

bonus for the performance of particularly important and urgent work.

5. The bonus based on the results of work (quarterly, half a year, 9 months, year) is provided in order to encourage the heads of the institution for the overall results of work based on the results for the corresponding period of time.

7. The bonus can be set both as a percentage of salary and in absolute terms.

8. The main indicator of the activities of the institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare is the high-quality, timely and full implementation of measures to ensure supervisory activities.

training of highly qualified personnel in postgraduate and doctoral studies, training and retention of young scientists in research institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare;

formation and preparation of a reserve for filling the positions of heads of federal state institutions of science of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare;

effective control over the timeliness of the provision of plans and reports on the results of scientific activities and their compliance with the requirements of the approved terms of reference and calendar plans;

effective use of budgetary and extrabudgetary funds allocated for scientific research;

participation in the development of normative legal acts of sanitary legislation;

an increase in the share of extrabudgetary funds in the costs of ongoing research and development, carried out in order to ensure state sanitary and epidemiological surveillance;

implementation of research developments in practical activities bodies and institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare.

10. The premium may be reduced or not paid in full in the event of:

violations of financial, tax discipline, violations in the implementation of procurement for the needs of the institution;

violations of labor, performance discipline;

11. The bonus for the performance of particularly important and urgent work is paid to managers at a time based on the results of the performance of especially important and urgent work in order to encourage efficiency and high-quality work results.

12. The amount of the bonus can be established both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

Appendix No. 3

Approximate regulation on remuneration of employees of federal budgetary healthcare institutions of the system of anti-plague institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare

I. General provisions

1.1. This Model Regulation has been developed in accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "and includes:

the name, conditions for the implementation and amounts of compensation payments in accordance with the list of types of compensation payments approved in the prescribed manner, as well as the recommended amounts of increasing coefficients for salaries and other incentive payments in accordance with the list of types of incentive payments approved in the established manner, at the expense of all sources of financing, and the criteria for their establishment, the conditions for remuneration of heads of institutions.

1.2. When the Government of the Russian Federation approves base salaries (base official salaries) for professional qualification groups (hereinafter referred to as PCG), the salaries (official salaries) of employees holding the positions of employees (working in the professions of workers) included in these PCG are established in an amount not lower than the corresponding base salaries (base official salaries).

1.3. The remuneration of labor of employees employed part-time, as well as on the terms of part-time work, or part-time work week, is made in proportion to the hours worked. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

1.4. The salary of an employee is not limited by the maximum size.

II. The procedure and conditions for remuneration of medical workers

2.1. The recommended minimum salaries of medical workers of the institution are established on the basis of attributing the positions of employees they hold to the PCG, approved by order of the Ministry of Health and Social Development of Russia of August 6, 2007 N 526 (registered by the Ministry of Justice of Russia on September 27, 2007, registration N 10190):

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

2.3. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of incentive increases in salaries for medical workers (increasing coefficients for salaries):

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution).

The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of incentive increases to salaries (increasing coefficients to salaries) is determined by multiplying the size of employees' salaries by increasing coefficients.

Incentive increases to salaries (increasing coefficients to salaries) are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of stimulating salary increases (increasing coefficients for salaries) are given in paragraphs 2.4-2.7 of this chapter of the Model Regulations.

2.4. The increasing coefficient to the salaries of the current position is set for all medical workers of the institution, depending on the assignment of the position to the qualification level of the PCG. Recommended sizes of increasing coefficients for the qualification levels of the PCG:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.5. A personal salary increase coefficient can be set for a medical worker, taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in performing the assigned tasks, length of service in the institution and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The size of the multiplier cannot exceed 3.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.6. The increasing coefficient to the salary for the length of service is established for all medical workers, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

2.7. The increasing coefficient to the salary for the institution (structural unit) is set for all medical workers in the amount of 0.8.

The increasing coefficient to the salary of an institution (structural unit) does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.

2.8. The increasing coefficient to the salary for the qualification category is established in order to stimulate medical workers to a qualitative result of work, by improving professional qualifications and competence, in the following recommended amounts:

0.15 - in the presence of the highest qualification category;

0.12 - in the presence of the first qualification category;

0.10 - in the presence of the second qualification category.

Additionally, by decision of the head of the institution, for medical workers who have been awarded the degree of candidate (doctor) of medical, biological or chemical sciences or have been awarded the honorary title "Honored Doctor", the specified increase in salary may be increased. Recommended magnification range: 0.05-0.15.

2.9. Taking into account the working conditions, compensation payments are established for medical workers, provided for in Chapter 7 of this Model Regulation.

2.10. Medical workers are paid bonuses provided for in Chapter 8 of this Model Regulation.

III. The procedure and conditions for remuneration of scientific workers of anti-plague institutions

3.1. The recommended minimum salary of scientific workers is established on the basis of attributing the positions of employees they hold to the PCG of positions of scientific workers and heads of structural divisions, approved by order of the Ministry of Health and Social Development of Russia of July 3, 2008 N 305n (registered by the Ministry of Justice of Russia on July 18, 2008, registration N 12001) , and is 5500 rubles.

3.2. The regulation on the remuneration of employees of the institution may provide for the establishment of increasing coefficients for the salary of scientific workers:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient for the presence of a scientific degree.

The decision to introduce increasing coefficients is made by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 3.3-3.7 of this chapter of the Model Regulations.

3.3. It is recommended to set the increasing coefficient to the salary for the position held by scientific workers in the following amounts:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.4. A personal salary increase factor can be set for a researcher, taking into account the level of his professional readiness, the complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks, length of service in the institution and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is within 3.0.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.5. The increasing coefficient to the salary for the length of service is established for all scientific workers, depending on the total number of years worked in healthcare and science institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

3.6. The increasing coefficient to the salary for the institution (structural unit) is set for all scientific workers in the amount of 0.8.

The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary. Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.

3.7. The multiplying coefficient for the presence of a scientific degree is established by the decision of the head of the institution in the following recommended amounts:

0.28 - for the degree of candidate of sciences;

0.55 - for the degree of Doctor of Science.

For scientific workers holding positions, academic degrees for which are provided for by qualification characteristics, allowances are established:

3000 rubles for the degree of candidate of sciences;

7000 rubles for the degree of Doctor of Science.

The specified allowances and increasing coefficients are not applied to employees who are paid for the title of full member and corresponding member of state academies of sciences.

3.8. Taking into account the working conditions for scientists, compensation payments are established, provided for in Chapter 7 of this Model Regulation.

3.9. Research workers are paid bonuses provided for in Chapter 8 of this Model Regulation.

IV. The procedure and conditions for remuneration of employees holding positions of employees (with the exception of positions of medical and scientific workers)

4.1. Recommended minimum salaries for employees holding the positions of chief accountant of a branch, as well as chief engineer, chief power engineer and other chief specialists directly subordinate to the head of the branch:

Chief accountant of the branch - 7000 rubles;

Chief engineer, chief power engineer and other chief specialists directly subordinate to the head of branch 3 - 6500 rubles.

4.2. Recommended minimum salaries for employees holding the positions of an expert chemist in a healthcare facility; biologist, zoologist, entomologist, expert physicist in monitoring sources of ionizing and non-ionizing radiation, are established on the basis of assigning the positions of employees they hold to the PKG "Positions of third-level specialists in healthcare institutions and providing social services", approved by order of the Ministry of Health and Social Development of Russia dated March 31 2008 N 149n (registered by the Ministry of Justice of Russia on April 9, 2008, registration N 11481), and amounts to 5,000 rubles.

4.3. The recommended minimum salaries for employees holding positions of administrative and economic personnel are established on the basis of attributing the positions of employees they hold to the PKG, approved by order of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n (registered by the Ministry of Justice of Russia on June 18, 2008, registration N 11858) :

The salaries of deputy heads of structural subdivisions are recommended to be set 5-10% lower than the salaries of the respective heads.

4.4. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of employees holding positions of employees (with the exception of positions of medical and scientific workers) increasing coefficients to salaries:

increasing coefficient to the salary for the position held;

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient to the salary for the qualification category.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 4.5-4.9 of this chapter of the Model Regulations.

4.5. The increasing coefficient to the salary for the position held is established for all employees holding the positions of employees (with the exception of the positions of medical and scientific workers), which provide for categorization. Recommended sizes of multipliers:

The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.6. A personal increase factor to the salary can be established for an employee holding the position of an employee (with the exception of the positions of medical and scientific workers), taking into account the level of his professional readiness, complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks, length of service in the institution and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.7. A personal incremental coefficient to the salary for length of service is set for all employees holding positions of employees, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

4.8. The increasing coefficient to the salary for the institution (structural unit) is set for all employees holding the positions of employees (with the exception of the positions of medical and scientific workers), in the amount of 0.8.

The increasing coefficient to the salary for the institution (structural unit of the institution) does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary.

Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.

4.9. The increasing coefficient to the salary for the qualification category is established in order to stimulate employees holding the positions of a chemist-expert of a healthcare institution, a biologist, a zoologist, an entomologist, an expert-physicist in control of sources of ionizing and non-ionizing radiation, to a qualitative result of work, by improving their professional qualifications and competence . Recommended sizes of the increasing coefficient to the salary for the qualification category:

0.15 - in the presence of the highest qualification category;

0.12 - in the presence of the first qualification category;

0.10 - in the presence of the second qualification category.

Additionally, by decision of the head of the institution for medical workers who have been awarded the degree of candidate (doctor) of biological, physical or chemical sciences, the specified salary increase may be increased. Recommended magnification range: 0.05 - 0.15.

4.10. Taking into account the working conditions, employees holding the positions of employees are established compensation payments provided for in Chapter 7 of this Model Regulation.

4.11. Employees holding positions of employees are paid bonuses provided for in Chapter 8 of this Model Regulation.

V. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers

5.2. The regulation on payment and incentives for the work of employees of an institution may provide for the establishment of increasing coefficients for workers to salaries:

personal increase factor to salary;

increasing coefficient to the salary for the length of service;

increasing coefficient to the salary for the institution (structural unit of the institution);

increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work.

The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.

Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year. The recommended sizes and other conditions for applying increasing coefficients to salaries are given in paragraphs 5.3-5.6 of this chapter of the Model Regulations.

5.3. A personal salary increase factor can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of tasks, length of service in the institution and other factors.

The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee.

The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

5.4. A personal incremental coefficient to the salary for length of service is set for all workers, depending on the total number of years worked in healthcare institutions. Recommended sizes of the multiplying coefficient to the salary for the length of service:

with length of service from 1 to 3 years - up to 0.05;

with length of service from 3 years to 5 years - up to 0.1;

with a length of service of more than 5 years - up to 0.15.

The application of the increasing coefficient to the salary for the length of service does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.

5.5. The increasing coefficient to the salary for the institution (structural unit) is established for all employees engaged in professional activities in the professions of workers. The recommended size is 0.8.

The application of a stimulating increase to the salary of an institution (structural division of an institution) (increasing coefficient to the salary of an institution, structural division of an institution) does not form a new salary. Compensatory and incentive payments are established as a percentage of the salary.

5.6. The increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work is established by decision of the head of the institution for workers rated at least 6 ETKS category and involved in performing important (especially important) and responsible (especially responsible) work. The decision on the introduction of the relevant norm is made by the institution, taking into account the provision of these payments with financial resources.

At the time of the introduction from December 1, 2008 of a new regulation on remuneration and incentives for the work of employees of the institution, it is recommended to establish an increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work for all workers of the institution, rated at 9 categories and above the Unified wage scale on remuneration of employees of federal state institutions without limitation of validity period.

5.7. Taking into account the working conditions, compensation payments are established for workers, provided for in Chapter 7 of this Model Regulation.

5.8. Workers are paid bonuses provided for in Chapter 8 of this Model Regulation.

5.9. Paragraphs 5.1-5.7 apply to the professions of workers not included in the ETCS.

VI. Remuneration of the head of the institution and his deputies, chief accountant

6.1. The official salary of the head of the institution is determined by the employment contract. The amount of the official salary is established in accordance with the Regulations on the establishment of wage systems for employees of federal budgetary institutions, approved by Decree of the Government of the Russian Federation of August 5, 2008 N 583.

6.2. Taking into account the working conditions, compensation payments are established to the head of the institution and his deputies, the chief accountant, as provided for in Chapter 7 of this Model Regulation.

6.3. In the event that the head or his deputies - doctors, within the working hours for the main position, work in the specialty of a medical specialist, he may be given an incentive bonus for working in the specialty of a medical specialist.

6.4. Bonuses are set for the head of the institution, taking into account the results of the institution's activities in accordance with the evaluation criteria and target indicators of the institution's performance at the expense of federal budget allocations of federal budget funds centralized by the chief administrator for these purposes, in accordance with the Regulations on incentive payments to heads of institutions of the system of anti-plague institutions of the Federal Service on Supervision of Consumer Protection and Human Welfare and Indicative Incentive Indicators (Appendix).

The amount of bonuses for the head, the procedure and criteria for its payment are annually established by the main manager of federal budget funds in an additional agreement to the employment contract of the head of the institution.

6.5. The deputies of the head, the chief accountant of the institution are paid the bonuses provided for in Chapter 8 of this regulation.

VII. The procedure and conditions for establishing compensation payments

7.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate.

For these purposes, in accordance with the list of types of compensation payments in federal budgetary institutions, approved in accordance with the established procedure, the following compensation payments can be made to employees:

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

Bonus for working with information constituting a state secret;

Payments for work in conditions that deviate from normal (when combining professions (positions), overtime work, night work, when expanding service areas, when increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work specified in the employment contract, for work on weekends and non-working holidays);

Payments for work in areas with special climatic conditions.

7.2. Payment to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions is established in accordance with Article 147 of the Labor Code of the Russian Federation for employees engaged in hard work, work with harmful and (or) dangerous and other special conditions labor. Recommended payouts:

At the time of the introduction of new wage systems, the specified payment is established for all employees who received it earlier. At the same time, the employer takes measures to conduct certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification, the workplace is recognized as safe, then the specified payment is withdrawn.

7.3. The percentage premium for work with information constituting a state secret is established in the amount and in the manner determined by the legislation of the Russian Federation.

7.4. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.5. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.6. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the labor contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

7.7. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.

The amount of the additional payment is 20 percent of the part of the salary (official salary) per hour of work of the employee.

The calculation of part of the salary (official salary) per hour of work is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year.

7.8. Additional payment for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.

The amount of the surcharge is:

not less than a single daily rate in excess of the salary (official salary) when working full-time, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours and in the amount of at least a double daily rate in excess of the salary (official salary), if the work was performed in excess monthly norm of working hours;

not less than a single part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours and in the amount of at least a double part of the salary (official salary) in excess of the salary ( official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.

7.9. The increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with Article 152 of the Labor Code of the Russian Federation.

7.10. In areas with unfavorable natural climatic conditions, the wages of employees are applied:

district coefficients;

coefficients for work in desert and waterless areas;

coefficients for work in high mountain areas;

percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republics of Buryatia and Khakassia. The conditions for calculating the length of service for the specified percentage allowances are determined in accordance with the current legislation of the Russian Federation.

7.11. During field work in the conditions of natural foci of plague and natural foci of other infections combined with them, the remuneration of workers includes the average annual wage, per diem payments, may include payments for work on weekends and non-working holidays (clause 7.8), overtime work (clause 7.9 ). In areas with unfavorable natural climatic conditions, appropriate coefficients are applied to the wages of workers (clause 7.10).

7.12. When carrying out measures to eliminate epidemics of dangerous infectious diseases (work in conditions that deviate from normal - Article 149 of the Labor Code of the Russian Federation), employees are paid appropriate payments provided for by regulatory legal acts that determine the procedure for spending funds to combat epidemics.

7.13. When carrying out measures for anti-epidemic and sanitary and hygienic provision of the population during the elimination of the consequences of natural and man-made emergencies, remuneration and travel expenses for specialists of specialized anti-epidemic teams of anti-plague institutions (SPEB) are made in accordance with the current normative documents. Prior to departure to the emergency zone, life and health insurance of SPES specialists is carried out.

VIII. The procedure and conditions for bonuses to employees of the institution

8.1. In order to encourage employees for the work performed in the institution in accordance with the List of types of incentive payments in federal budgetary institutions, approved by order of the Ministry of Health and Social Development of Russia dated December 29, 2007 N 818 (registered by the Ministry of Justice of Russia on February 1, 2008, registration N 11080), the following awards:

performance-based bonus (per month, quarter, half-year, 9 months, year);

award for exemplary quality of work performed;

bonus for the performance of particularly important and urgent work;

bonus for intensity and high performance.

Bonuses are carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:

deputies of the head, chief accountant, chief specialists and other employees directly subordinate to the head;

heads of structural subdivisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of the deputy heads of the institution;

other employees employed in the structural divisions of the institution - based on the presentation of the head of the relevant structural divisions of the institution.

8.2. The award takes into account:

successful and conscientious performance by the employee of his official duties in the corresponding month;

initiative, creativity and application in the work of modern forms and methods of labor organization;

high-quality preparation and holding of events related to the statutory activities of the institution;

performance of the assigned work related to the provision of the work process or the statutory activities of the institution;

high-quality preparation and timely delivery of reports;

participation during the month in the implementation of important work, events.

Bonuses for employees of the institution are carried out on the basis of the Regulation on bonuses, approved by the local regulatory act for the institution.

The performance bonus is paid within the limits of available funds. The specific amount of the bonus can be determined both as a percentage of the salary (official salary) of the employee, and in absolute size. There is no maximum performance bonus.

8.3. The bonus for the exemplary quality of work performed is paid to employees at a time when:

encouragement by the President of the Russian Federation, the Government of the Russian Federation, awarding honorary titles of the Russian Federation and awarding a special insignia - the Gold Star medal, insignia of the Russian Federation, awarding orders and medals of the Russian Federation;

awarding departmental awards in cases provided for by regulatory legal acts.

8.4. The bonus for the performance of particularly important and urgent work is paid to employees at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

8.5. The bonus for the intensity and high results of work is paid to employees at a time for the intensity and high results of work. The award takes into account:

intensity and intensity of work;

a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);

organizing and holding events aimed at increasing the authority and image of the institution among the population;

direct participation in the implementation of national projects, federal and regional targeted programs.

The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.

IX. Other wage issues

9.1. Material assistance can be provided to employees from the payroll fund. The decision to provide material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee.

9.2. The head of the institution has the right to delegate to the head of the branch the authority to determine the wages of the employees of the branch, compensation and incentive payments within the funds allocated by the branch for wages.

9.3. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary of the head physician of the branch.

______________________

1 Head of the branch of the anti-plague station, research anti-plague institute.

2 Deputy head of the branch of the anti-plague station, research anti-plague institute.

3 In addition to employees holding the position of deputy head of the institution.

4 Does not apply to employees whose salaries are established in accordance with paragraph 3.1 of this Model Regulation and chief scientific officers.

5 The Regulations of institutions located in regions with unfavorable natural climatic conditions indicate the amounts of coefficients and percentage premiums in accordance with the current legislation of the Russian Federation.

6 The decision to introduce each specific bonus is made by the head of the institution. At the same time, the name of the award and the conditions for its implementation are included in the regulation on remuneration and incentives for the work of employees of the relevant institution.

7 The period for which the bonus is paid is specified in the regulation on payment and incentives for the work of employees of the institution. In an institution, several bonuses for different periods of work can be introduced at the same time, for example, a bonus based on the results of a quarter and a bonus based on the results of a year.

Annex to the Model Provision

Regulations on incentive payments to heads of institutions of the system of anti-plague institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare and approximate indicators of incentives

1. This provision was developed on the basis of the Decree of the Government of the Russian Federation of August 5, 2008 N 583, the order of the Ministry of Health and Social Development of the Russian Federation of April 8, 2008 N 167n "On approval of the procedure for calculating the average wage to determine the size of the official salary of the head federal budget institution" (registered by the Ministry of Justice of Russia on May 5, 2008, registration N 11624).

The regulation provides for the payment of a bonus based on the results of work for a quarter, half a year, 9 months, a year, for the performance of important and especially important work.

2. Incentive payments are intended to increase the manager's interest in improving the effectiveness of his professional activities, in the qualitative result of his work, in the timely performance of his duties and encouraging him for the work done properly.

3. Bonus payments include:

performance-based bonus (quarterly, half-yearly, 9 months, yearly);

bonus for the performance of particularly important and urgent work.

4. Bonus payments are made by decision of the head of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare.

5. The bonus based on the results of work (quarterly, half a year, 9 months, year) is provided in order to encourage the heads of the institution for the overall results of work based on the results for the corresponding period of time.

6. Bonus payments are made based on the results of summarizing the work of the institution, on the basis of these Regulations on summing up the results of the institution.

7. The bonus can be set both as a percentage of salary and in absolute terms.

8. The main indicator of the activities of the institutions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare is the high-quality, timely and full implementation of measures to ensure supervisory activities.

9. Performance evaluation indicators include:

key performance indicators:

implementation of measures to ensure the supervisory activities of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare;

compliance with the instructions of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare to ensure sanitary and epidemiological surveillance from the number to be fulfilled;

preparation of information and analytical materials for the department of the Federal Service for Supervision of Consumer Rights Protection and Human Welfare;

introduction of new techniques and methods of laboratory research;

timely accreditation (re-accreditation) of laboratories;

strengthening the material and technical base;

financial and economic indicators:

cash execution of the approved limits of budgetary obligations;

ratio budget financing to income from entrepreneurial and other income-generating activities;

timely payment of wages;

accounts receivable (overdue) debt;

accounts payable (unsettled) debt;

work with personnel:

career guidance and training of interns;

participation in the target recruitment for the medical and preventive faculty;

staff turnover among employees (annual rate);

staff development;

certification of employees for qualification categories.

10. The bonus to managers can be increased if the institution provides:

participation in the implementation of pilot projects;

introduction of modern information technologies into practice;

participation of specialists in the development of methodological materials of the service on topical issues;

cooperation with research institutes;

preparation and holding of training seminars at their bases for service specialists.

11. The premium may be reduced or not paid in full in the event of:

violations of financial, tax discipline violations in the implementation of procurement for the needs of the institution;

violations of labor, performance discipline;

low quality of documents sent to the Federal Service for Supervision of Consumer Rights Protection and Human Welfare.

12. The bonus for the performance of particularly important and urgent work is paid to managers at a time based on the results of the performance of especially important and urgent work in order to reward for efficiency and high-quality work results.

13. The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.