Formation of the wage fund of an educational institution

Regulations on the combined group

Author: Karnaukhova Maria Matiyasovna Regulations on the group of combined orientation 1. General provisions 1.1. A combined focus group (hereinafter referred to as the Group) is created in.... (hereinafter referred to as the Institution) in order to realize the rights of children with disabilities to receive public and free preschool education in the basic general education programs of preschool education in the conditions of inclusive education.1.3.

In the combined group, healthy children and children with disabilities are educated together in accordance with the educational program of the kindergarten, developed independently on the basis of federal state educational standards for preschool education, taking into account the characteristics of the psychophysical development and capabilities of children with disabilities.1.4 . Groups are organized

Question: What is the salary for teachers and assistant teachers in combined groups in kindergarten? How many hours should working hours be?

Is there still a bonus for working with children with disabilities? Is vacation valid for 56 calendar days?

After all, such groups are attended by both children with disabilities and healthy children (Rostrud information portal “Onlineinspection.RF”, March 2020)

What is the salary for teachers and assistant teachers in combined groups in kindergarten?

How many hours should working hours be? Is there still a bonus for working with children with disabilities? Is vacation valid for 56 calendar days? After all, such groups are attended by both children with disabilities and healthy children. The regulations governing these issues do not contain reservations about the conditions for establishing standard working hours or providing teaching staff with an annual basic extended paid leave when working with students with disabilities, depending on the number of such students in the group.

The standard hours of teaching work of 25 hours per week per wage rate is established for educators who directly provide training, education, supervision and care for students (pupils) with disabilities.

Time-based wage system

In this case, the employee’s earnings directly depend on the time worked; there is a fixed price per unit of time. The unit of time can be a fully worked month (then the monthly salary is calculated) or a shift or hour worked (then the tariff rate is set for the shift or hour).

If an employee works on a 40-hour schedule, then usually the main type of accrual is salary. In this case, the amount that is paid to the employee for a fully worked month is established. If an employee has not worked in full for a month, then calculations are made in proportion to the time worked.

The form for calculating salary for the current month is as follows: the base salary amount established for a fully worked month is divided by the standard working time for this month and multiplied by the time actually worked.

There is one peculiarity here. Since the amount of salary for a fully worked month is the same in each month, and the standard working time according to the production calendar may differ, the amount of salary for one day is different.

Payroll calculation is convenient to use if employees work according to a standard work schedule. In this case, they are guaranteed a salary for each month of work.

Payment according to the tariff rate

Salary calculation can also be used for those employees who work on a shift schedule, but this will raise many more questions for both the accountant and the employees. It is better to use a tariff rate set per shift or per hour. Let's compare these calculations.

This calculation is simple and clear. Let's see what the calculation will be if you use salary payment during a shift schedule.

Example 2. Salary calculation for a shift schedule

So, for those employees who work on a shift or staggered schedule, it is more convenient to make calculations if the tariff rate is set per shift or per hour.

Regulations on the establishment of salary groups for heads of club-type cultural institutions

Club-type cultural institutions include: - rural, city clubs; — rural, district, city, district, regional Houses of Culture and Palaces of Culture; — car clubs, cultural brigades; — Cultural centers (including national ones). The assignment of club institutions to the group for the remuneration of managers (confirmation, increase, reduction) is made annually based on the results of work for the past year based on the average annual statistical indicators of their work, calculated over the last 3 years according to the 7-nk form, and financial statements: - management bodies culture of a constituent entity of the Russian Federation - to institutions of regional subordination; - cultural management bodies of the administrations of municipal districts, city districts - institutions of municipal districts, city districts; - local government bodies - settlement institutions.

Newly introduced club establishments are classified as payment groups

Does the senior teacher of a combined kindergarten have the right to leave and additional pay for working with children with disabilities?

If a senior teacher works with children with disabilities, then leave is granted for 56 calendar days. To find out whether an employee should be paid a bonus, you need to refer to the local act on the remuneration system of your organization. Rationale 1.

Teaching staff working with students with disabilities are granted leave of 56 calendar days. Based on the recommendation of teaching staff, its duration is established in accordance with Decree of the Government of the Russian Federation dated May 14, 2015 No. 466 “On annual basic paid vacations” (hereinafter referred to as Decree No. 466).

According to clause 4 of section 1 of the appendix to Resolution No. 466, the duration of leave for teaching staff of preschool educational institutions working with students with disabilities and (or) persons in need of long-term treatment, whose positions are indicated in the subsection

Formation of the wage fund of an educational institution

The formation of the wage fund of an educational institution is carried out within the limits of the amount of funds of the educational institution for the current financial year, determined in accordance with the regional calculated per capita standard, the number of students and the correction factor, and is reflected in the estimate of the educational institution.

The wage fund is calculated using the following formula:

FOT = N x K x D x Y , where:

Payroll – wage fund of an educational institution;

N – funding standard for the implementation of the state standard;

K – increasing coefficient for a given educational institution

D – the share of the wage fund in the standard for the implementation of the state standard, determined by the educational institution independently, taking into account the restrictions established by the regulatory legal acts of the constituent entity of the Russian Federation and local government bodies;

Y is the number of students in the educational institution.

1. Formation of a centralized incentive fund for heads of educational institutions

2.1. The local government body (the founder of the educational institution) forms a centralized incentive fund for the heads of educational institutions (for example, in the amount of 5% of the payroll for the municipality) according to the following formula:

FOTtst = FOT x c , where:

FOTSST – deduction to the centralized fund for incentives for heads of educational institutions;

Payroll – wage fund of an educational institution;

c – centralized share of the payroll.

(The recommended size of the centralized share of the payroll is 5%. The size or range of c is established by the local government)

2.2. The distribution of the centralized incentive fund for heads of educational institutions is carried out in accordance with the regulatory legal act of the local government (Appendix 1), which may take into account:

the results of the final and intermediate certification of students at each level of education, including in the form of the Unified State Examination at the 3rd stage and other independent external forms of assessing the quality of education at the 1st and 2nd stages;

results of certification and state accreditation of an educational institution, compliance with licensing conditions;

physical and mental health of students (based on monitoring results);

creation of a favorable psychological microclimate (based on monitoring results);

the number of crimes and administrative offenses committed by students of educational institutions;

the number of students expelled from educational institutions before they reach the age of 15 and who do not continue their studies in other educational institutions or organizations;

participation of educational institutions in district (city), regional and all-Russian events, effectiveness of participation, etc.

1. Distribution of the wage fund of an educational institution

3.1. An educational institution independently determines in the total amount of funds calculated on the basis of the regional per capita standard, the number of students and the correction factor, and brought to the educational institution, the share:

for logistics and equipment of the educational process, equipment of premises in accordance with state and local standards and requirements;

for the wages of employees of an educational institution, including allowances and additional payments to official salaries (FOTou).

3.2. The wage fund of an educational institution consists of a basic part (FOTb) and an incentive part (FOTst).

FOTou = FOTb + FOTst

The volume of the stimulating part is determined by the formula:

FOTst = FOTou x w , where

w – stimulating share of FOTou.

(The recommended range of w is from 20 to 40%. The value of w is determined independently by the educational institution).

3.3. The basic part of the wage fund provides guaranteed wages for managers (the head of an educational institution, the head of a structural unit, deputy heads, etc.), teaching staff directly involved in the educational process (teachers, professors), educational support staff (educators, educators of extended day groups, educational psychologists, psychologists, social educators, additional education teachers, counselors, organizers of extracurricular and extracurricular activities, etc.) and junior service (laboratory assistants, cleaners, janitors, drivers, etc.) personnel of an educational institution and consists of:

FOTb = FOTup + FOTpp + FOTuvp + FOTmop , where:

FOTaup – share of the wage fund for administrative and managerial personnel;

FOTpp – share of the wage fund for teaching staff carrying out the educational process;

FOTuvp – share of the wage fund for educational and support staff;

FOTmop is the share of the wage fund for junior service personnel.

3.4. The head of an educational institution forms and approves the institution’s staffing schedule within the basic part of the wage fund:

the wage fund for teaching staff directly carrying out the educational process (FOTpp) is established in an amount not less than the actual level for the previous financial year;

the wage fund for managers, educational support and junior service personnel (FOTup) is established in a volume not exceeding the actual level for the previous financial year.

The volume of the teaching staff wage fund is determined by the formula:

FOTpp = FOTou x pp , where

pp is the share of the payroll of teaching staff directly involved in the educational process in the total payroll.

(The recommended optimal value of the pp is 70%. The value or range of the pp is determined independently by the educational institution).

3.5. Remuneration for employees of educational institutions is made on the basis of employment contracts between the head of the institution and the employees.

As a rule, when introducing a new wage system, within the framework of the staffing schedule in an educational institution, the shares of the wage fund for teaching staff carrying out the educational process, and for administrative, managerial, educational support and junior service personnel are maintained in an amount not less than the actual level for the previous academic year.

However, with a reduction in the wage fund for administrative, managerial, educational support and junior service personnel, the wage fund for teaching staff carrying out the educational process will correspondingly increase.

Thus, the interest of the head of the institution in ensuring a balanced staffing is consolidated.

1. Determining the cost of budget educational services in an educational institution

4.1. The basic part of the wage fund for teaching staff carrying out the educational process (FOTpp) consists of a general part (FOTo) and a special part (FOTs).

The volume of the special part is determined by the formula:

FOTs = FOTpp x s , where

с – share of the special part of the FOTpp. (The recommended value of c is 30%. The value of c is set independently by the educational institution).

4.2. The general and special parts of the wage fund for teaching staff carrying out the educational process are distributed based on the cost of budgetary educational services per student, taking into account increasing factors (for example, for the complexity and priority of the subject, for teaching children with developmental disabilities, for the qualification category of the teacher) .

4.3. The general part of the wage fund provides guaranteed wages for the teaching staff based on the number of teaching hours spent and the number of students in classes.

To determine the amount of guaranteed remuneration for a teaching worker, a conventional unit “cost of 1 student hour” is introduced as the basis for calculating budget educational services.

The cost of 1 student hour is the cost of a budget educational service, including 1 estimated hour of educational work with 1 estimated student in accordance with the curriculum.

The cost of 1 student hour is calculated by each educational institution independently according to the formula defined in this model methodology, within the scope of the above component of the wage fund.

Thus, a proportional dependence of the guaranteed remuneration of a teaching worker on the volume of his teaching load is established, that is, if the number of teaching hours in the educational institution as a whole decreases, the cost of 1 student hour increases.

Thus, conditions are created to ensure optimal class sizes in educational institutions and prevent unjustified expansion of curricula.

4.4. The cost of a budget educational service in an educational institution (RUB/student hour) can be calculated using the formula:

PHOTO x 245 Stp = ———————————————————————————–, (a1 x b1 + a2 x b2 + a3 x b3 + … + a10 x b10 + a11 x b11) x 365

Where:

Stp – cost of budget educational services;

365 – number of days in a year;

245 – number of days in the academic year;

PHOTO – the total part of the wage fund for teaching staff carrying out the educational process;

а1 – number of students in the first grades;

a2 – number of students in second grade;

a3 – number of students in third grade;

a11 - number of students in eleventh grade;

c1 – annual number of hours according to the curriculum in first grade;

c2 – annual number of hours according to the curriculum in the second grade;

c3 – annual number of hours according to the curriculum in the third grade;

c11 – annual number of hours according to the curriculum in the eleventh grade.

4.5. The curriculum is developed by the educational institution independently. The maximum teaching load cannot exceed the standards established by the federal basic curriculum and sanitary rules and regulations.

At the same time, the full implementation of the federal component of the state educational standard of general education must be ensured.

4.6. The standard working time for teaching staff used by the educational institution when calculating wages, and accordingly the cost of the budget educational service (rub./student hour), includes classroom and non-classroom work.*

4.7. The special part of the wage fund for teaching staff carrying out the educational process (POTs) includes:

compensation payments provided for by the Labor Code of the Russian Federation or regulations of a constituent entity of the Russian Federation (The recommended share is 16% of the total payroll, determined by the educational institution independently);

increasing coefficients (for example, for the complexity and priority of the subject, depending on the specifics of the educational program of a given institution and for the qualification category of the teacher) (The recommended share is 15% of the FTP, determined by the educational institution independently).

This model methodology does not provide for taking into account the length of teaching experience and the level of education of the teacher, since the main criteria influencing wages are criteria reflecting the results of the teacher’s work.

4.8. The increasing coefficient for the complexity and priority of the subject, depending on the specifics of the educational program of a given institution (K), can be determined by four groups of subject priority based on the following criteria:

participation of the subject in the final certification, including in the form of the Unified State Exam and other forms of independent certification;

additional workload for the teacher, due to the large information capacity of the subject, constant updating of the content, the presence of a large number of sources (for example, literature, history, geography), the need to prepare laboratory and demonstration equipment, unfavorable conditions for the health of the teacher (for example, chemistry, biology, physics), age characteristics of students (primary school);

the specifics of the educational program of the institution, determined by the concept of the development program and taking into account the contribution to its implementation of this subject.

4.9. The increasing coefficient for the qualification category of a teacher (A) may, for example, be:

1.05 – for teaching staff with the second category;

1.10 – for teaching staff with the first category;

1.15 – for teaching staff with the highest category.

Upon completion of the transition (adaptation) period and testing in the constituent entities of the Russian Federation of a new certification system for teaching and management personnel that meets the requirements of the Russian Federation**, higher coefficients can be introduced in the constituent entities of the Russian Federation (optimally for the first category - 1.15 and the highest category - 1.4).

The new system of certification of teaching and management workers should provide for high requirements for employees applying for the assignment of the first and highest qualification categories and should ensure an optimal ratio of workers in these categories to the total number.*** The highest qualification category can be assigned to a teacher whose experience and work results recognized by the pedagogical community at the federal or regional level. The first qualification category can be assigned to a teacher whose experience and work results are recognized by the teaching community at the regional or municipal level.

Calculation of salaries of teaching staff carrying out the educational process

The salary of a teaching staff member carrying out the educational process is calculated using the formula:

O = Stp x U x P x K x A , where:

О – salary of a teacher carrying out the educational process;

Stp – estimated cost of budget educational services (rub./student hour);

U is the number of students in the subject in each class;

P – the number of hours in a subject according to the curriculum per month in each class;

K – increasing coefficient for the complexity of the subject;

A – increasing coefficient for the qualification category of a teacher.

If a teacher teaches several subjects in different classes, then his salary is calculated for each subject and class separately.

1. Distribution of the incentive part of the wage fund of an educational institution

6.1. The system of incentive payments to employees of educational institutions includes:

payments provided for by the current remuneration system (additional payments for having an academic degree, the honorary title “Honored Worker?” in the field of education, state awards, etc.), amounting to no more than 50% of the incentive part of the remuneration;

incentive payments based on work results (bonuses, etc.).

6.2. The distribution of incentive payments based on the results of work of the incentive part of the payroll is made by the body ensuring the state-public nature of the management of the educational institution, upon the proposal of the head of the institution and taking into account the opinion of the trade union organization.

The criteria for making these payments are mainly the quality of education and upbringing of students.

6.3. The amount, procedure and conditions for making incentive payments are determined in local legal acts of the educational institution and (or) in collective agreements.

An approximate provision on the distribution of the incentive part of the wage fund of an educational institution is attached (Appendix 2)

1. Salary calculation for the head of an educational institution

7.1. The salary of the head of an educational institution is established by the founder on the basis of an employment contract, based on the average salary of teaching staff of this institution and wage group, according to the following formula:

ZPr = ZPpsr x K, where:

ZPr – salary of the head of an educational institution;

ZPpsr – average salary of teaching staff of this institution;

K – coefficient established by pay groups for heads of educational institutions, established by the education management body of the constituent entity of the Russian Federation;

7.2. The assignment of heads of educational institutions to remuneration groups is carried out depending on the quantitative indicators of the educational institution (student population, number of employees, availability of computer classes, etc.).

To calculate the increasing coefficient for the wage group of heads of educational institutions, the founder may introduce a system of rating points.

A possible example of establishing remuneration groups for heads of educational institutions and approximate values ​​of increasing coefficients:

Group 1 – coefficient 3.0;

Group 2 – coefficient 2.5;

Group 3 – coefficient 2.0;

Group 4 – coefficient 1.5.

1. Guarantees for wages

The wages of employees of educational institutions cannot be lower than the basic salaries (basic official salaries) established by the Government of the Russian Federation, the basic wage rates of the corresponding professional qualification groups of employees.

Annex 1

Approximate provision on the distribution of the centralized incentive fund for heads of educational institutions

1. General provisions

1.1. These Regulations have been developed in order to strengthen the material interest of heads of educational institutions in improving the quality of work, developing creative activity and initiative in carrying out assigned tasks, and successfully and conscientiously performing official duties.

1.2. Bonuses for heads of institutions are made from the funds of a centralized incentive fund formed by the education management body.

1. Incentive conditions

2.1. Quality and accessibility of general education in the institution:

general indicators of student performance at the district level based on certification results (including the results of the Unified State Exam and other forms of independent assessment of the quality of education);

students achieving higher levels of academic performance compared to the previous period;

the presence of winners of olympiads, competitions, conferences at various levels;

a high level of organization and conduct of final certification (including in the form of the Unified State Examination, ensuring the participation of public observers in the Unified State Examination procedure);

high results of methodological activities (prizes in competitions, conferences);

organizing and holding seminars, meetings on improving the quality of education, participation in the work of district methodological associations;

participation in innovative activities, conducting experimental work, development and implementation of proprietary programs, implementation of programs for in-depth and extended study of subjects;

the percentage of students under 15 years of age who have not received basic general education in a given educational institution is low compared to the regional level.

2.2. Creating conditions for the implementation of the educational process:

material, technical, resource provision of the educational process, including through extra-budgetary funds (educational equipment, information and methodological support for the educational process, compliance with all requirements of sanitary and safety standards);

ensuring sanitary and hygienic conditions for the learning process (temperature, light conditions, drinking water supply, etc.);

ensuring comfortable sanitary and living conditions (availability of equipped wardrobes, toilets, personal hygiene places, etc.)

ensuring compliance with fire and electrical safety requirements, labor protection, performing the necessary volumes of current and major repairs

aesthetic conditions, design of the school, classrooms, the presence of fencing and the condition of the school grounds.

2.3. Human resources of the institution:

staffing of teaching staff, their quality composition;

development of pedagogical creativity (participation of teachers and managers in research, experimental work, competitions, conferences);

stability of the teaching staff, retention of young specialists.

2.4. Social criterion:

no expulsions from the institution in grades 1-9, retention of the contingent in grades 10-11;

organization of various forms of extracurricular and extracurricular activities;

a decrease in the number of students registered with the commission for minors, the absence of crimes and offenses committed by students;

a high level of organization of vacation recreation for students, improvement of the forms and content of recreation and health improvement for children and adolescents;

employment of students outside of school hours.

2.5. Management efficiency:

ensuring the state-public nature of management in the institution (the presence of student self-government bodies, governing or trustee boards, etc.);

performance discipline (high-quality documentation, timely provision of materials, etc.);

lack of justified appeals from citizens regarding conflict situations and the level of resolution of conflict situations;

volumes of attraction of extra-budgetary funds;

increasing employee wages;

prizes in shows (competitions) at the federal and regional levels.

2.6. Preserving the health of students in the institution:

high rate of student health preservation;

reduction in the incidence of students in terms of visual acuity and poor posture;

organizing the provision of hot meals to students;

organizing and conducting events that promote the preservation and restoration of mental and physical health of students (health festivals, sports competitions, health days, hiking trips, military training camps, etc.);

organization of education for children with developmental disabilities.

2.7. The establishment of incentive conditions that are not related to the effective provision of the educational process is not permitted.

1. Incentive procedure

3.1. The distribution of the centralized fund is carried out quarterly (or monthly) by the bonus commission formed by the local government body.

The size and number of bonuses paid to a specific head of an institution are not limited to a maximum limit.

3.2. The education management body submits to the commission analytical information on the performance indicators of institutions, which are the basis for bonuses to their leaders.

Heads of institutions have the right to attend the Commission meeting and give the necessary explanations.

The commission decides on bonuses and the amount of the bonus by open voting, subject to the presence of at least half of the commission members. The Commission's decision is documented in a protocol. Based on the Commission’s protocol, the education management body issues an order on bonuses.

Appendix 2

Approximate provision on the distribution of the incentive part of the wage fund of an educational institution

1. General provisions
2. This Regulation has been developed in order to strengthen the material interest of employees of an educational institution in improving the quality of the educational and educational process, developing creative activity and initiative.
3. The system of incentive payments to employees of educational institutions includes:

additional payments for having an academic degree, the honorary title “Honored Worker?” in the field of education, state awards, etc. (at least 50% of the stimulating part);

b) incentive payments based on labor results (bonuses) (at least 50% of the incentive portion).

1. Bonus terms

Establishing bonus conditions that are not related to labor productivity is not permitted.

1. Bonus procedure

3.1. Incentive payments based on labor results are distributed by the self-government body of the educational institution, ensuring the democratic, state-public nature of management, upon the proposal of the head of the educational institution.

3.2. The head of an educational institution submits to the self-government body of the educational institution, which ensures the democratic, state-public nature of management, analytical information on the performance indicators of employees, which are the basis for their bonuses.

The procedure for consideration by the self-government body of an educational institution, ensuring the democratic, state-public nature of management, of the issue of incentives for employees is established by the relevant regulations.

* Classroom and non-classroom employment of teaching staff includes the following types of work in accordance with job responsibilities: conducting lessons and preparing for them, checking notebooks, consultations and additional classes with students, teaching disabled children at home, creating a database of visual aids and didactic materials, ensuring the work of the office-laboratory and safety precautions in it, preparing students for olympiads, conferences, shows, performing the functions of a class teacher in organizing and coordinating educational work with students, methodological work, other forms of work with students and (or) their parents (legal representatives).

** The adoption of new regulations on certification by the Ministry of Education and Science of the Russian Federation is planned for 2007.

*** An analysis of the experience of the competition within the framework of PNGO for the selection of the best teachers shows that there are no more than 5-10% of the highest category teachers and 25-30% of the first category.

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How is interest calculated for work in a compensatory group for music directors?

324 lawyers are now on the site. I work as a music director in a kindergarten. This year, a speech therapy group was organized at the kindergarten.

Is the director right who believes that payment for work in this group (that is, a 20% accrual) should be made on the basis of 1 hour per week, that is, actually being with these children during classes (twice a week for 30 minutes)? October 27, 2020, 05:08 pm, question No. 1421537 Elena, Ekaterinburg 389 cost of the issue issue resolved Collapse Lawyers’ answers (5)

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   Elena, good afternoon. Taking into account, the Ministry of Education of the Russian Federation dated January 22, 1998 N 20-58-07in/20-4 “On teachers-speech therapists and educational psychologists of educational institutions” A specific list of employees and the amount of increase in wage rates (official salaries) for work in the specified educational

Consultation “Organization of educational activities in groups of combined orientation”

Natalia Bayvalyuk Currently, the number of children with various speech disorders among children with normal hearing and intelligence has increased significantly.

Without corrective influence, such deviations interfere with the development of social experience, reduce the possibility of social rehabilitation and adaptation, which puts forward diagnostic, correctional and preventive directions for the activities of preschool educational institutions. The most pressing task of teaching and raising children with complex disabilities is the formation of speech as a means of communication.

Successful progression and mastery of a language requires specific, intentional learning. Carrying out the entire complex of correctional training requires combining special classes to correct speech defects with the fulfillment of general program requirements. Subgroup and individual classes are provided by a speech therapist.

INCENTIVE PAYMENTS

Incentive payments are additional payments and bonuses of an incentive nature, as well as bonuses and other incentive payments. To best motivate the work of employees, enterprises develop appropriate bonus provisions (features of providing incentive and incentive payments can be specified in the collective agreement or regulations on remuneration).

The provision standards or amounts of payments are not regulated at the legislative level, therefore the enterprise has the right to independently establish the appropriate additional payments (fixed monetary form/percentage of the official salary or tariff rate).

That is why, and in order to increase the stimulating value of remuneration, piece-rate and time-based wage systems are used in combination with bonuses for employees for meeting and exceeding their performance indicators (piece-rate and time-based bonus).

The bonus provision may provide for other one-time payments:

• in connection with state or professional holidays, significant or anniversary dates;
• for high individual achievements in work, active participation in the activities of the organization, etc.

Since there are no restrictions on material incentives for employees by law, bonus provisions can be established :

• individual bonuses to tariff rates or official salaries (for high achievements in work, high qualifications, etc.);
• allowances for training of newly hired employees or for continuous work experience in the organization.

In order to prevent negativity from the workforce in the event of non-payment of bonuses due to the lack of opportunity at the enterprise, it is worth writing the following in the appropriate section of the bonus regulations: “Bonuses are paid to the organization’s employees if there are available funds that can be spent on material incentives without compromising the main activities of the organization.

What is the standard working time for a teacher working in a compensatory group?

depends on the students.

For educators working with children with disabilities - 25 hours a week, for educators not working with children with disabilities - 36 hours a week.

Teaching staff working with children with disabilities have the right to an annual basic extended paid leave of 56 calendar days.

In this case, leave of this duration is established regardless of the rate occupied by the teaching employee.

Work in OOs with children with disabilities is carried out only in groups, either compensating or combined. The status of a child with disabilities is determined by the PMPC. By order of the Ministry of Education and Science of Russia dated August 30, 2013 No. 1014, the implementation of

Combined group - what is the difference from a regular group in kindergarten?

> > Date: February 21, 2020 at 09:00 Category: Hello, my dear friends, colleagues and everyone who virtually dropped by to see me today!

In accordance with clause 13 of the Procedure for organizing and implementing educational activities in basic general education programs - educational programs of preschool education, approved.

The well-known Tatyana Sukhikh is pleased to share a new piece of information on pedagogical topics.

Do you know what a combined group is?

I think it will be useful for you, as parents, to expand your knowledge of innovations in the preschool education system. Contents of the article: In accordance with our legislation, all children have equal rights to development, education and healthcare, regardless of their health and psychophysical characteristics.

Observing the principle of equal opportunities, a strong-willed, no other word for it, decision was made at the highest level - to allow children with special needs due to health conditions to be brought up and grow up in a group of children without such special needs.

How to enter a point system

To start using the point system in an organization, you will need to perform a number of sequential actions, fixed in labor legislation and following the necessary requirements:

1. The head of the enterprise or a person vested with all relevant functions is authorized to introduce the concept. He decides to transfer the material motivation of employees to a new method in accordance with Art. 135 Labor Code of the Russian Federation. Next, it determines the circle of persons who are responsible for creating an internal regulatory legal act.
2. Responsible employees begin developing a local act.
3. The developed project is submitted to the competent authorities for consideration. In accordance with Art. 372 of the Labor Code of the Russian Federation, the latter need to come to a general conclusion and give an answer within 5 days after receiving the document.
4. A trade union or a representative of an organization has the right to make either a positive or negative decision on the analysis of the project. If the inspection agency makes a negative decision, then the manager has 3 days left to resolve any disagreements and disputes that have arisen.