Effective contract in education: sample completion. Transition to an effective contract in education

Reforms in the field of education are a topic for active discussions. Among the popular areas of activity of the legislator related to this industry is the introduction of the institution of concluding effective labor contracts. For the educational sphere, such an initiative is quite unusual - mainly due to the fact that the work of school teachers is supposed to be assessed based on certain objective criteria. What is an effective contract? How difficult could it be to implement it in Russian schools?

Focus on quality of training

The main declared goals of Russian legislators, who coined the term “effective contract in education,” are to increase the level of income of education workers, as well as improve the quality of teaching subjects in schools. At the same time, according to many experts, the authorities decided to focus on the second goal, since teachers’ incomes in general have increased over the past few years. Just as, in particular, the infrastructure of institutions has improved - due to increased budget funding. Now the next step, as the legislator probably believes, is to increase the effectiveness of training.

The essence of an effective contract

The main idea for the purpose of implementation of which an effective contract in education appeared is to bind economic indicators(that is, the teacher’s salary) to the criteria for the quality of the work he performs. It's about drawing up employment contract with an appropriate structure and conditions that are transparent and understandable to every teacher.

Evolution of new practice implementation

For the first time, the idea that it makes sense to make a teacher’s salary dependent on the quality of his work became known to the general public in the late 2000s. In 2012, the implementation of one of the first stages of the program began, the basic principles of which were formed in the Presidential Decree “On measures for the implementation of state social policy.”

First, target performance targets were developed, primarily for school employees at leadership positions. At this stage, educational institutions are working on the structure of effective contracts in relation to the specifics of performing the labor functions of all specialists. At the third stage of the program’s implementation, it is assumed that an effective teacher contract will be massively introduced into labor practice. The estimated date by which this task should be completed is 2018. In some regions of Russia, schools and other educational spheres have begun to develop “road maps” reflecting the process of transition to new standards. In accordance with them, a system of effective contracting in education will be introduced.

Legislative aspect

The term "effective contract", however, still does not appear in Russian legislation. It is found in the media and in some departmental recommendations, but as such has not yet been formalized at the level of federal legal acts. Thus, according to some experts, the meaning of such a phenomenon as an effective contract in education is in structuring the employment contract (the content of which, in turn, is regulated by the relevant Code) so that, based on its text, it is clear what the relationship between teacher's salary and quality of teaching.

The essence of the initiative

But if the law does not say what an effective contract in education is, then what are its possible signs, based on the essence of the program initiative discussed above? Experts believe that the distinctive specificity of employment contracts within the new system can be characterized by the following features.

  • Firstly, each educational institution must have guidelines in terms of target performance indicators at the level of the state task (which is formulated in a form that is correct and understandable for a particular institution) by a higher authority.
  • Secondly, the form of an effective contract in education must be drawn up in a properly logical and structured manner. So that every teacher can see what specific criteria there are for his subject of activity and what standards he should adhere to in the educational process. New employment contracts adapted to the program must fully reflect the responsibilities of a school employee, the criteria for evaluating and remunerating his work.
  • Third, schools must have the resources necessary to enable teachers to produce the quality of work required. That is, if we are talking about an in-depth study of geography, then classrooms must be provided with appropriate maps or have access to electronic resources of appropriate quality. If it is necessary to study literature using the example of rare works, then such books should be available in the school library.

Expectations

What, strictly speaking, does the legislator expect when introducing an effective labor contract in education? According to some experts, the authorities' goals may be associated not only with increasing the efficiency of remuneration, but also with making it particularly attractive, primarily for young professionals. Those who want to see prospects in choosing a particular field of activity.

An effective employment contract, if drafted correctly and, importantly, if its effectiveness has been proven in practice, can play a positive role in attracting the attention of promising specialists.

Main problems

The practical transition to a system of correlation between the quality of education and the remuneration of school staff may be complicated by the lack of standardization in approaches to assessing the work of teachers. The criteria for an effective contract in education are generally quite framework. Wage standards, as many experts believe, even now are sometimes established not entirely objectively. There are precedents when teachers with disparate levels of professional training have the same salary. Or very different with comparable qualifications.

The criteria for an effective contract in education are not the only problematic aspect of introducing innovations. The fact is that not all teachers themselves want change. Even those who, due to biased assessments, may have a salary lower than they could. The point here is that they believe that the teaching profession is not one of those that is subject to some kind of measurement in rational units or other criteria in relation to indicators. A lot, school teachers believe, is given to students outside the main context of lessons - things like attention, education, sharing experience in solving certain problems. An effective contract in education cannot be responsible for this.

Another group of possible problems during the implementation of innovations is the risks associated with excessive bureaucracy. The fact is that when implementing a program to transfer teachers to an effective contract, we are talking about the distribution, first of all, of budget funding. Controlling structures under the Ministry of Education and municipal sectoral structures will likely be willing to monitor the effectiveness of the use of funds from the treasury. This will most likely be accompanied by the need to prepare numerous reporting documents - and this will probably be done by the teachers themselves. Most likely during working hours. And it may well turn out that the teacher may be more motivated to write a beautiful report than to prepare well for the lesson.

Methodological guidelines

We have already said above that standardized (adopted at the level of federal legislation) criteria that should be contained in employment contracts have not yet been developed. There are only recommended methodological guidelines. Let's list some of them.

1. The form of an effective contract in education should be drawn up in such a way that the performance indicators are generally mutually balanced. That is, it is undesirable to focus on any specific criteria when drawing up appropriate criteria. Because the teacher, delving into the work aimed at meeting them, may lose sight of performing other important tasks. Key performance criteria should be developed based on their equal importance.

2. Performance indicators should be specified and not sound abstract. These are not necessarily some numbers - moreover, get too carried away quantitative characteristics, as some experts believe, is not always advisable. You should not use the number of “excellent” grades in a quarter as an indicator of effectiveness, for example. The teacher can, if he wishes, put as many of them as he likes. However, the criteria must be formulated in such a way that when a teacher performs such and such work, it is clearly defined as effective. For example, this could be work to ensure full implementation literature homework. Efficiency criterion - as an option, the absence of deuces for something not done homework in the diaries.

3. Verifiability of quality indicators. That is, they, as well as the corresponding criteria, must be of such a nature that the school management can clearly identify their reliability. For example, conducting lessons in a friendly atmosphere is not the best indicator of quality, but it is quite acceptable to use methods of psychophysical relaxation at the end of classes 3 times a week.

Among experts, there are two points of view that reflect the attitude in the placement of emphasis when developing the criteria in question. In accordance with the first, the school should approach the determination of quality parameters as locally as possible, taking into account the specifics of the tasks assigned to a particular educational institution. Another point of view suggests that excessive localization will make it difficult, first of all, to interact with inspection bodies, as a result of which the same risk of bureaucracy can only grow - departments will devote more attention to such educational institutions more attention. Therefore, it may make sense to be guided by the standards set at the level of the founders of state and municipal schools.

Drawing up an effective contract

Let’s try to study the nuances of the practical implementation of such an element as an effective contract in education into the school’s document flow. The filling sample must meet the criteria Labor Code, because it is possible to hire employees for permanent work if the contracts exclusively comply with the norms of the Labor Code of the Russian Federation. The next nuance that should contain an effective contract in education, a sample of which will be implemented in the school, is the actual criteria. As we said above, there are no strict legislative guidelines provided for here. However, we can take as a basis a series methodological recommendations based on departmental letters from the Ministry of Education.

So, the implementation of an effective contract in education, a sample of which we are now studying, should include quality indicators, as well as criteria by which the compliance of the work of a school employee with the given goals is assessed. From a documentation point of view, the sources of relevant parameters may look like an appendix to an employment contract.

Let’s take the option in which the task is to determine the effectiveness of the work of management specialists, since the relevant ones have now been developed not only in theory, they have been implemented in many Russian schools in practice as part of the first stage of the program. Principals of almost all schools in Russia know what an effective contract in education is simply because they have already signed it. They have real-world compliance experience key parameters quality. In turn, if we need to draw up an effective contract in education adapted for the position of a teacher, a sample of such will contain too many theoretical formulations.

Quality criteria

Among the quality indicators outlined in the letters of the Ministry of Education and Science, developed for school leaders, the following can be highlighted.

Firstly, this is the compliance of the activities of an educational institution with relevant legislation. What criteria may be used to evaluate the corresponding indicator? The Ministry highlights the following:

Absence (or decrease in dynamics) of instructions from supervisory authorities;

There are no complaints from any inspection authorities;

State or fully implemented;

Secondly, this is the satisfaction of parents and students themselves with the quality of educational services provided by the school. Criteria:

The percentage of students and parents who gave a positive assessment of the school’s activities at the end of the year or quarter (based on anonymous survey data, for example);

No complaints at meetings.

Thirdly, it may be the information openness of the educational institution. Criteria:

Operation of the school website;

Publication of key accounting, financial and business information;

Informing parents about ongoing activities and the performance of the school in key areas of work.

Fourthly, the attraction of young specialists can be an indicator of quality. The criteria are here:

Percentage of young professionals in the school staff;

A well-developed mechanism for stimulating the effective work of teachers who have just arrived at the educational institution;

Availability of an internal mentoring program.

This is a very conditional example of an effective contract in education in terms of quality indicators and corresponding criteria. It reflects, as we said above, the specifics of the work of the school leadership. But we have received a rough guide mainly in terms of the structure of the relevant agreement.

Document requirements

So, if we are drawing up an effective contract in education, the sample completion of this document will have to meet the following basic requirements.

1. The key provisions of the contract must fully reflect the requirements of the Labor Code. This is the main part of the contract.

2. Quality indicators and criteria must be specified on the basis of which the school employee’s work is assessed for compliance with his or her job responsibilities. This is a properly executed annex to the employment contract.

Among the most useful sources of law for employees of Russian schools, which can help to study in more detail an effective contract in education (what it is, what it consists of, what it will hold), we can point out letters from the Ministry of Education and Science.

According to a number of experts, the standards that are expected to be published by the time the mass transfer of school specialists to work according to the new criteria begin, can be applied not only to secondary educational institutions, but also to other types of educational institutions. Thus, effective contracts may well be introduced in preschool education, despite the fact that the specifics of kindergartens, of course, make the work of their employees quite different from the goals and objectives that teachers face.

Also, as some experts note, efficiency should become the basis for the provision of educational services not only at the level of state and municipal schools, but also in private educational institutions. And also those who, by virtue of their profile, belong to institutions additional education. For the work of specialists employed in such educational institutions, it may also be necessary to draw up specialized employment contracts. Effective contract An additional education teacher will likely be characterized by different criteria than those for a secondary school employee.

Criticism

We noted above that not all teachers are happy with the legislator’s initiative regarding the transfer of work to an effective basis. What is the reason for such sentiments? We named one of the reasons - the unwillingness of many teachers to divide work into that which is subject to rational assessment and that which is done outside specific quantities, however, is expected to benefit the educational process.

Another point of disagreement on this issue is the proportionality of the tasks assigned to teachers and the amount of resources required in terms of labor and time. Many teachers believe that the new standards will be more demanding in terms of labor investment for essentially the same pay. This may discourage young professionals from considering work prospects in this area, who may find a more effective way to realize their talents in terms of compensation.

Another point that does not suit some teachers is that it is not clear how the teacher’s experience will be taken into account in the new scheme. As is known, this quantity is difficult to measure. Moreover, it is not always obvious how exactly a resource in the form of experience can manifest itself, since in many cases it is a tool of local application. Effective contracts, in turn, require constant repetition of techniques that may not be directly related to the level of experience of a particular teacher.

Effective contract with teaching staff

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

Features of an effective contract with teaching staff

Transition to an effective contract with teaching staff

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

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

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

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

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

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

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

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

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

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

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

First steps towards efficiency and regulatory framework

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

  • Decree of the President of the Russian Federation dated 05/07/2012 No. 597;
  • Government program“Development of Education” for 2013-2020, approved by Order of the Government of the Russian Federation dated May 15, 2013 No. 792-r;
  • a program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018, approved by Order of the Government of the Russian Federation dated November 26, 2012 No. 2190-r;
  • Order of the Ministry of Labor of Russia No. 167n dated April 26, 2013;
  • letter of the Ministry of Education and Science of Russia dated June 20, 2013 No. AP-1073/02 (performance indicators in educational institutions).

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

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

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

Actions of teachers Performance indicators
Implementation of extracurricular projects with students (excursions, distance learning projects, clubs and sections) Quantity organized events with at least 5 students
Organization of systemic research, monitoring of individual student achievements Maintaining and monitoring a portfolio of individual student achievements
Dynamics of individual educational results of students (based on test and certification results)
  • Positive dynamics;
  • stable dynamics at an optimal level (above 60%);
  • negative dynamics
Organization of joint events with parents of students Number of events held together with parents
Participation of students in competitions, olympiads, competitions, etc. Number of participants at the school, district, city, region, country level
Participation in collective pedagogical projects, scientific and methodological work Speeches at teacher councils, seminars, conferences, number of publications, etc.
Participation in the development and implementation of the main educational program Participation in the development of a section, subprogram, creation of an author’s course
Implementation of a health-promoting educational space Number of physical education, health and sports events, lack of comments on compliance with SanPiN
Working with children from dysfunctional families Students from disadvantaged families involved in the social life of the class, school, their participation in competitions, competitions, and olympiads
Creation of educational infrastructure elements Classroom equipment aimed at improving the quality of education

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

Structure and functions of an effective contract

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

The structure of the document will look like this:

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

Labor function

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

Salary

Working hours and social support

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

Drawing up an effective contract or additional agreement

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

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

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

The program for the gradual improvement of the remuneration system in state and municipal institutions for 2012-2018 determines that an effective contract in a budgetary institution is an employment contract with an employee, which clearly outlines his job responsibilities, all conditions for remuneration, indicators and criteria for assessing performance his work, conditions for receiving bonuses, as well as social support measures. Thus, an effective contract links wages in the public sector with the performance results of both a specific employee and budgetary organization generally.

Effective contracts for public sector employees are used in federal government institutions, and are also concluded with employees of state and municipal institutions of the constituent entities Russian Federation.

For each position, the contract must specify:

  • responsibilities;
  • indicators and criteria for assessing the effectiveness of activities;
  • salary;
  • additional incentives for achievements.
  • wage system (official salaries, wage rates, additional payments, allowances, etc.);
  • labor standardization system;
  • working conditions based on the results of a special assessment;
  • working hours;
  • conditions determining in necessary cases nature of the work (mobile, traveling, on the road, other type of work).

The main challenge in introducing such an agreement is the need to develop clear performance indicators that can be easily measured. It is also necessary to build a universal system of requirements for all employees; it should follow from the requirements for the activities of the budget organization itself. These requirements are provided for in state and municipal assignments and other similar documents.

If this is not done, you will end up with a regular employment contract, only a very voluminous one. It will not provide the desired effectiveness.

How to implement

The procedure is not complicated and consists of four stages. Each will require time, attention and a comprehensive assessment, so it is recommended to create a special working group, which should include representatives of management, employees and the trade union.

Stage 1. Develop or update regulatory documentation that regulates the criteria for assessing performance and labor standards and the responsibilities of each position according to staffing table. Remember that everything internal documents must be approved and put into effect.

Stage 2. Change to internal rules labor regulations, on bonuses, incentives and compensation payments. These documents and an effective contract should not contradict each other.

Stage 3. Prepare a new employment contract for each position. They will be signed by new employees. For those who are already working, it is necessary to prepare additional agreements to existing employment contracts, and indicate all innovations in them, thereby equating the conditions with an effective contract.

Stage 4. Sign additional agreements. It is important to remember that in this case the terms of the employment contract change at the initiative of the employer, so it is extremely important to comply with all the requirements of the Labor Code of the Russian Federation. The first step is to send the employee written notice no later than two months. To sign an additional agreement to the employment contract, it is not necessary to wait until the end of this period. If the employee refuses, you must offer him in writing another position, including a lower paid one. At the same time, it is important that the employee’s qualifications and experience allow him to occupy it (Part 3 of Article 74 of the Labor Code of the Russian Federation). However, if a budget institution completely switches to an effective contract, it will not be possible to find a vacancy with the same working conditions. In this case, it is issued

Sample effective contract(effective contract)

EMPLOYMENT CONTRACT

(EFFICIENT CONTRACT)

with a municipal employee

u.Dalakhai. "___"_________ ____ G.

Municipal Autonomous educational institution"Dabatuyskaya average comprehensive school", represented by director Bazarov Rodion Badmaevich, acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and citizen __________________________________________________________________________________,

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

1. THE SUBJECT OF THE AGREEMENT

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

1.1.1. observe legal rights and freedom of children;

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

1.1.3. ensure the comprehensive and harmonious development of each child, while complying with program standards and Federal government requirements to the main structure general education program, approved in a general education institution;

1.1.4. organize their work with children in accordance with the basic general education program, coordinate the work of teachers to implement the basic general education program, and exercise ongoing control over the organization of the educational process;

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

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

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

1.1.8. maintain a daily routine (taking into account the age of the children), involve children in a variety of activities, provide hygienic care for children, organize self-care work;

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

1.1.10. based on study individual characteristics children (conducting pedagogical diagnostics), recommendations of a teacher-psychologist, music director, instructor physical culture, speech therapist teachers carry out correctional and developmental work with children;

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

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

1.1.13. participate in the organization of current and long-term planning of the activities of the teaching staff;

1.1.14. carry out the development of the necessary methodological and didactic support for the content of educational work with children;

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

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

1.1.17. promptly inform the director of the educational institution and medical workers about changes in the health status of children;

1.1.18. immediately inform the director of the educational institution about all emergencies related to the life and health of children (injuries, accidents, unauthorized departure from an educational institution, etc.), about identified violations related to the threat to the life and health of students;

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

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

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

1.1.22. to assist children in obtaining additional education through a system of clubs, sections, studios, etc.;

1.1.23 create an organized grid educational activities for additional education of children, monitor its compliance;

1.1.24. take part in organizing interaction with representatives of educational institutions to resolve issues of continuity of preschool and primary school education;

1.1.25. participate in the preparation and conduct of pedagogical councils, prepare the necessary materials;

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

1.1.27. participate in the selection and placement of teaching staff;

1.1.28. participate in the implementation of the plan for advanced training of teaching staff, manage vocational training teachers;

1.1.29. participate in the preparation and certification of teaching staff of educational institutions;

1.1.30. monitor the growth of your professional skills, engage in self-education, generalize and present the experience of your pedagogical activity for colleagues and parents at the district, republican, regional and federal levels, to systematically improve their professional level through training in thematic courses of various levels and advanced training courses;

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

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

1.1.33. execute orders and instructions of the director of the educational institution within the established time limits, promptly submit reporting documentation in the prescribed form to the director of the educational institution or the deputy director for educational work;

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

1.1.35. undergo mandatory periodic medical examinations in a timely manner, comply with sanitary rules, occupational health.

1.2. The employee is hired at the municipal autonomous educational institution “Dabatuysk Secondary School”, located at the address: Republic of Buryatia, Zakamensky district, Dalakhai ulus, Tsentralnaya street, 42.

1.3. For an employee, working for an employer is: _____________________________________

(main, part-time)

1.4. The Employee’s work under this agreement is carried out under normal conditions. The Employee’s labor duties are not related to performing heavy work, work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

1.5. The employee reports to the director of the educational institution.

1.6. In order to verify the compliance of the Employee’s qualifications with the position held, his relationship to the work entrusted to the Employee is established probation duration ________months (weeks, days) from the date of commencement of work specified in clause 2.3. of this agreement (if a probationary period is established).

2. DURATION OF THE AGREEMENT

2.1. This employment contract is concluded on: ________________________________________

__________________________________________________________________________________

(indefinite period, definite period, reasons for concluding a fixed-term contract)

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

2.3. Start date "__" _____________ 20__

3. RIGHTS AND OBLIGATIONS OF AN EMPLOYEE

3.1. The employee is obliged:

3.1.1. conscientiously perform his official duties assigned to him in clause 1.1. this employment contract;

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

3.1.3. observe labor discipline;

3.1.4. comply with labor protection and occupational safety requirements;

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

3.1.6. immediately inform the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer’s property;

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

3.1.8. not to disclose information that constitutes a trade secret of the Employer.

3.2. The employee has the right to:

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

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

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

3.2.4. participation in the management of an educational institution;

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

3.2.6. freedom of choice and use of teaching and educational methods, teaching aids and materials, textbooks in accordance with the educational program approved by the educational institution, methods for assessing the knowledge of students and pupils. Selection of textbooks and teaching aids used in the educational process in existing state accreditation and implementing educational programs general education educational institutions, carried out in accordance with the list of textbooks and teaching aids determined by the educational institution;

3.2.7. other rights established by the current legislation of the Russian Federation.

4. RIGHTS AND OBLIGATIONS OF AN EMPLOYER

4.1. The employer is obliged:

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

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

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

4.1.4. provide the Employee with premises, equipment, training and methodological literature and other means necessary for the execution by him labor responsibilities;

4.1.5. pay the full amount of wages due to the Employee within the time limits established by the Internal Labor Regulations;

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

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

4.1.8. introduce the employee, upon signature, to the accepted local regulations directly related to his work activity;

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

4.2. The employer has the right:

4.2.1. encourage the Employee for conscientious, effective work;

4.2.2. demand from the Employee the performance of labor duties under this employment contract, careful treatment of the property of the Employer and other employees, and compliance with the internal labor regulations;

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

4.2.4. adopt local regulations;

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

5. CONDITIONS OF PAYMENT FOR THE EMPLOYEE

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

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

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

The official salary is ________________ rubles per month.

Increasing coefficients:

  1. Qualification category -_____
  2. Industry award - ______

b). Basic special part salary consists of compensation payments and additional payments established by labor legislation, other regulatory legal acts containing standards labor law, local acts institutions, collective agreements, agreements, this employment contract.

Compensation payments:

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

Name of payment

Conditions for receiving payment

Indicators and criteria for assessing the effectiveness of activities

Periodicity

Payment amount

Children's Health Index preschool age

Not lower than average for OU - 0.67

once a quarter

Customer satisfaction with quality municipal services

Absence of conflicts, written complaints and appeals

once a quarter

Innovation activity

Presentation of educational materials at the regional scientific and methodological council, expert council under the Ministry of Education of the Republic of Belarus, in higher educational institutions (positive examination result, positive review)

once a quarter

Advanced training of teaching staff

Coverage of teachers included in new professional development models

once a quarter

Positive dynamics of the coverage of teachers undergoing training using the modular-cumulative system

once a quarter

Certification of teaching staff (set at academic year)

Positive dynamics in the number of teachers with 1st and highest qualification categories

once a quarter

Number of teachers who have passed certification using new forms

once a quarter

Participation of educational institutions teachers in the competitive movement

Availability of teachers who took part in professional skills competitions at the municipal level

once a quarter

Effectiveness of participation in professional skills competitions at the municipal level

once a quarter

Availability of teachers who have taken part in professional skills competitions at the regional and federal levels

once a quarter

Effectiveness of participation in professional skills competitions at the regional and federal levels

once a quarter

Proportion of teachers who have a regularly completed portfolio

30% or more completed portfolios of the total number of teachers at the educational institution

once a quarter

Ensuring the safety requirements of the educational process

No cases of child injuries in the quarter

once a quarter

Proportion of unorganized children enrolled in the additional education system

Share of unorganized children covered by services as a percentage of the planned value at the end of the quarter

once a quarter

Reduction in consumption of energy resources (based on the results of the quarter compared to the previous one)

once a quarter

Electricity

once a quarter

once a quarter

Working without sick leave

once a quarter

Labor intensity

Work with computer

determined by the commission for material incentives based on the performance results of each employee based on the volume of the wage fund for the corresponding category of employees

once a quarter

Efficiency

once a quarter

Maintaining electronic databases

once a quarter

Application in work of modern computer programs

once a quarter

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

5.3. Deductions may be made from the Employee's salary in cases provided for by the legislation of the Russian Federation.

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

6. WORKING AND REST TIME REGIME

6.1. The length of working time (standard hours of teaching work per wage rate) for the Employee is established on the basis of a reduced working time of no more than 40 hours per week.

6.2. The employee is given a six-day work week with a day off - Sunday.

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

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

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

6.5. For family reasons and others good reasons An employee, on the basis of his written application, may be granted leave without pay for the duration established by the labor legislation of the Russian Federation and the Internal Labor Regulations of an educational institution.

7. EMPLOYEE SOCIAL INSURANCE

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

8. WARRANTY AND COMPENSATION

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

9. RESPONSIBILITY OF THE PARTIES

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

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

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

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

10. CHANGE AND TERMINATION OF THE AGREEMENT

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

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

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

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

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

10.4.1. Repeated within one year gross violation charter of the educational institution.

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

11. FINAL PROVISIONS

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

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

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

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

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

12. DETAILS OF THE PARTIES

12.1. Employer:MAOU "Dabatuysk Secondary School"

Address: 671933 Buryatia Zakamensky district, Dalakhai ulus, Tsentralnaya street, 42 INN/KPP 0307030735/030701001

Tel. 83013746018

12.2. Worker: _______________________________________________________

passport: series ______ number _____________, issued __________________________

_______________________ "___"_________ ____ city, department code ________,

registered at the address: _____________________________________________________.

13. SIGNATURES OF THE PARTIES

Employer: Employee:

_____________/R.B. Bazarov/ _______________/____________________/

I received a copy of the employment contract in my hands_________________________________