What are incentive payments, to whom are they entitled?

Material support for employed citizens is provided in various ways. Many enterprises provide compensation and incentive payments for workers. The latter are aimed at increasing the motivation of workers to work. They are provided subject to the achievement by employees of certain goals set by the employer. Let us further consider the features of incentive payments.

General information

According to the provisions of Article 129 of the Labor Code, the salary of employees is a remuneration established in accordance with the qualifications, quantity, complexity, quality and working conditions. It includes allowances and bonuses of a compensatory nature, including for labor activities in conditions different from normal, in territories with a high level of radioactive contamination, etc. The amount of earnings is also formed taking into account incentive payments. These include special allowances and surcharges, bonuses, other incentives.

Normative base

According to article 135 of the Labor Code, the wage system, the procedure for calculating allowances, co-payments and other incentive payments are determined:

1. Collective agreement.
2. An employment contract.
3. Internal acts of the enterprise.

These documents are formed in accordance with the requirements of labor legislation and other rules governing the relationship between the employer and the employee.

Classification

Employees of budgetary institutions at the federal level receive incentive payments in accordance with the List, approved. by order of the Ministry of Economic Development No. 818 of 2007, the Organization independently determines what amounts will be provided for employees. Appropriate types should be fixed in the Regulation on incentive payments.

In budgetary institutions, employees can receive surcharges and allowances for:

1. Quality of work.
2. High results and labor intensity.
3. Length of service, continuous experience.

Incentive payments may be provided in the form of bonuses based on annual work results.

Incentives are established on the basis of criteria for evaluating the effectiveness of labor activity, taking into account the recommendations of executive federal bodies.

Employee Responsibility

The procedure for accruing incentives, allowances, surcharges is fixed in the Regulation on incentive payments. This regulation defines the conditions under which the amount may be reduced. So, a decrease or deprivation of incentive payments may be due to:

1. Violation of production or labor discipline.
2. Failure to comply with the requirements of the job description.
3. The provision of low-quality services.
4. Failure to comply with the regulations in force at the enterprise.
5. Violation of safety precautions and sanitary and epidemiological standards.
6. Not ensuring the safety of material assets belonging to the enterprise.
7. The presence of complaints (oral or written) about the unlawful actions / omissions of the employee.

Nuances

In accordance with article 192 of the Labor Code, an employee committing a disciplinary offense cannot entail the deprivation of a bonus or earnings. In this case, there may be cases when the internal acts of the company fixed the bonus system. If certain indicators for which the bonus is not achieved are achieved, its value may decrease by a certain amount of percent. For example, if a worker is disciplined, the incentive is reduced by 10% of the amount calculated based on the assessment of his labor contribution to the organization.

Features of the incentive system

It should be said that the procedure for distributing incentive payments should not infringe on the interests of the employees themselves to whom they are provided. This means that the head of the enterprise cannot assign bonuses withholding them from earnings or salaries.

Mandatory incentive payments are currently provided in some areas. As a rule, these are budget institutions. For example, incentive payments are established for teachers, health workers, employees of preschool educational institutions. As for other organizations, managers usually provide for their employees bonuses in the form of interest.

Additional rewards

Often, business leaders motivate employees by setting the so-called thirteenth salary. This type of bonus is provided for in a collective agreement and is provided based on the results of annual work. The 13th salary is paid on the basis of an order from the director of the organization.

Incentive Criteria

Encouraging employees is provided by agreement with the union or team representatives. The criteria for incentive payments vary depending on the specifics of the work of a particular employee. The assessment is carried out by a special commission. Indicators may include:

1. The effectiveness of the implementation of certain methods of work of the institution / organization.
2. The level of performance of professional duties. For example, the commission on the distribution of incentive payments evaluates the integrity of the tasks, the volume, timeliness, etc.
3. Focus on results. In particular, overtime hours are assessed.
4. Position and degree of responsibility.
5. An estimate obtained based on the results of a calendar year or other reporting period.

Additional indicators may include:

1. The presence of an employee of the highest category (qualification). This criterion is taken into account, in particular, when assigning incentive payments to educators or teachers.
2. Using methods developed by the employee independently.
3. The presence of individual achievements.

Difference from Compensation

Incentives depend, as a rule, on the will of the employer. Perhaps the only exception may be incentive payments at the school for young (under 35 years old) employees.

Compensation payments, in turn, are provided for persons carrying out activities in dangerous / harmful conditions. Accordingly, such allowances and co-payments are compulsory.

Accrual rules

The appointment of incentives is carried out in a special order:

1. An incentive payment commission is being formed.
2. The analysis of the labor activity of a particular employee.
3. A proposal for the appointment of a promotion is being drawn up.
4. The head issues an order.
5. Accrual and payment are made.

Commission

Its creation is necessary to prevent all sorts of problems in the distribution of payments. Its composition should include:

1. Director of the organization.
2. Deputy Head.
3. At least three employees.
4. Union representative.

The approval of the members of the commission is carried out at the general production meeting by a majority. The voting results are recorded in the minutes. It is signed by members of the commission.

Protocol Content

This document should contain the following information:

1. Surnames and initials of members of the commission.
2. Information about the employees who are given a reward.
3. The method of deciding on the purpose of payments.
4. Promotion size.

Order

After signing, the protocol must be transferred to the head of the organization. On its basis an order is issued. It indicates:

1. The name of the company.
2. Information about the employees who are entitled to the award.
3. The amount of payments.
4. Date of preparation.

The order must be signed by the head.

Important point

In practice, the question often arises: when can an employee receive encouragement? Payment can be made for the previous month or based on the results of the reporting period (quarter, year). In this case, the amount may be paid separately or together with the salary.

The specific procedure for providing incentives is determined by the head of the organization.

Calculation Rules

As mentioned above, members of the commission evaluate the effectiveness of the labor activity of workers. They enter indicators into a special scorecard. For incentive payments, a point system is usually provided. Therefore, it is impossible to immediately determine the total amount of accrual, since its value depends on the number of points and the cost of each of them. According to this scheme, for example, incentive payments can be calculated in a preschool educational institution, general educational or cultural and leisure institution.

The calculation of the cost of one point is carried out according to the following methodology:

1. The total amount of funds allocated for incentive payments is established.
2. The total number of points for all employees applying for a promotion is determined.
3. The amount of the bonus fund of the enterprise is divided by the number of points. This value will be the value of one point.

At each enterprise, an assessment system should be established in accordance with the specific activities of a particular employee.

Premium fund

In organizations whose employees receive incentives, a special fund is being formed. Funds from it can be spent exclusively on incentive payments. Moreover, their number will depend on the volume of the wage fund. At each enterprise he has his own. For example, the size of the bonus fund may be 30% of the payroll fund. If the value of the latter is 1 million rubles, then 300 thousand rubles are allocated for promotion.

Awards

They can be one-time and regular. The latter are included in the labor remuneration system. Their accrual is carried out at intervals agreed upon with the union. Premiums are expressed as a percentage of the rate (salary). Regular bonuses are taken into account when calculating the average salary.

One-time payments are individual. They are set at the discretion of the head of the organization. Such premiums are not taken into account when calculating the average salary.

Promotions can be set for:

1. Improving the quality of products manufactured at the enterprise.
2. Many years of work.
3. Introduction of innovative techniques and other achievements.

Rewards

They are also divided into:

1. Annual payments. They rely on all employees and are presented in the form of a 13th salary.
2. Monthly accrual to the rate (salary) for the length of service. Such surcharge may be provided at the end of the year.

Remuneration is fixed in the legislation for obtaining ranks, categories, ranks, academic degree, class.

Management Payments

The director of the enterprise, as well as ordinary employees, also has the right to promotion. The order of appointment, the criteria for evaluating the work of a manager are determined by regulatory bodies. The conditions for receiving the promotion are fixed by the employment contract. The evaluation criteria are:

• The quality of work with staff.
• The degree of staffing.
• The effectiveness of the enterprise as a whole, etc.

Educational workers

As mentioned above, the distribution of rewards for this category of citizens is carried out according to a point system. The maximum number of points has been established, on the basis of which the value of one point is determined (taking into account the total amount of the fund). An assessment sheet is compiled for each employee with indicators of labor activity and the amount of remuneration.

It must be said that to assess the effectiveness of the teacher's activity, not only the performance of his students is of importance. Extracurricular work also plays a special role. It is, in particular, about the teacher’s participation in various events: excursions, socially significant projects, trips with children.

Separately evaluated the result of the analysis of student performance. The more the teacher works with children, parents, participates in the development of educational and training programs, competitions, cabinet design, etc., the more points he can earn.

Promotions at DOW

In preschool institutions, incentive payments are distributed between:

1. Educators and specialists. They account for about 60% of the bonus fund.
2. Other employees of DOW. It is, in particular, about nannies, cleaners, watchmen, cooks, auxiliary workers, etc.

Assessment of the activities of the employees of the first group is carried out in accordance with the performance indicators of electives, circles, and the introduction of educational programs.

Encouraging the leadership of educational institutions and DOE

The criteria for evaluating the work of managers and directors are:

1. The activity of interaction with parents.
2. Attracting young professionals to work.
3. No complaints from employees and parents.
4. Level of performance (results of the exam, exam in schools).
5. The presence of programs for the development of children with special talents.

Incentives to health workers

In 2011, a large-scale healthcare reform began in the country. As part of the reforms, it was planned to introduce special incentive payments to health workers. At the same time, incentives are provided not only for doctors and specialists of the highest categories, but also for middle and junior staff.

The program is being implemented nationwide. Responsibility for its results lies with the health authorities of the constituent entities of the Russian Federation. They determine the criteria for evaluating the performance of health workers.

The amount of payments determined by a particular institution on its own. This takes into account the population in the area, gender composition, age of patients, specificity of diseases, mortality and birth rates. The quality of services and the profile of the institution are also taken into account. The evaluation criteria may include:

1. The effectiveness of the specialist.
2. Compliance with the terms and standards of the provision of services.
3. Actually hours worked.
4. Labor mode (rate, 0.5 rates, part-time, etc.).

Special cases

The normative acts regulating the procedure for the provision of health services provide for some restrictions when calculating incentive payments. Incentives are not assigned:

1. Head of medical institutions, who are simultaneously practicing doctors in the same organization.
2. Professionals receiving payments under the Health program.
3. Employees with bonuses for working with high-tech tools and equipment.

Cultural workers

This category of citizens can also count on incentive payments. The legislation provides for regular incentives. In addition, heads of institutions can appoint and lump sum payments. When they are appointed, the following are taken into account:

1. Work efficiency, quality of services.
2. The level of professional skill, class.
3. The presence of a title ("honored", "popular") or degree.
4. Participation in the implementation of socially important work (holding city events, for example).

Conclusion

Incentive payments, of course, are of particular practical importance for each enterprise. A well-organized employee incentive system can improve not only the material well-being of staff, but also the quality of products or services. In addition, the team will create a favorable atmosphere conducive to the fulfillment or overfulfillment of the plan.

However, it is imperative that employees understand the importance of improving the quality of their work. To this end, local acts establish a procedure for reducing or depriving employees of incentives for certain violations. Of course, it should not contradict the law and violate the labor rights of personnel. That is why all issues related to the appointment of incentives should be discussed with the union and the workers themselves.