What normative documents to use when setting the salary of a contract manager when introducing a professional standard.

Answer

Answer to the question:

According to the Decree of the Administration of the city of Dudinka, Taimyr Dolgano-Nenets municipal district of the Krasnoyarsk Territory dated 05/18/2012 N 29 (as amended on 06/29/2016) "On approval of the Model Regulation on the remuneration of employees of municipal budgetary and state institutions subordinate to the Committee of Culture, youth policy and sports of the Administration of the city of Dudinka" (together with the "List of positions, professions of employees of institutions classified as key personnel by type economic activity") minimum dimensions salaries (official salaries), rates wages for industry-wide positions of managers, specialists and employees are established on the basis of attributing the positions they occupy to qualification PCG levels approved by the Order of the Ministry of Health and social development Russian Federation dated 29.05.2008 N 247n "On the approval of professional qualification groups for industry-wide positions of managers, specialists and employees":

first level"

1 qualification level 2597 rubles;

2 qualification level 2739 rubles;

positions assigned to the PKG "Industry-wide positions of employees

second level"

1 qualification level 2882 rubles;

2 qualification level 3167 rubles;

3 qualification level 3480 rubles;

4 qualification level 4392 rubles;

5 qualification level 4961 rubles;

positions assigned to the PKG "Industry-wide positions of employees

third level"

1 qualification level 3167 rubles;

2 qualification level 3480 rubles;

3 qualification level 3820 rubles;

4 qualification level 4592 rubles;

5 qualification level 5361 rubles;

positions assigned to the PKG "Industry-wide positions of employees

fourth level"

1 qualification level 5762 rubles;

2 qualification level 6675 rubles;

3 qualification level 7188 rubles.

Important information about Probation period of contractors you will find in the material here.

The list of positions of managers, specialists and employees classified as professional qualification groups of industry-wide positions of managers, specialists and employees is established by order of the Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 N 247n "On approval of professional qualification groups of industry-wide positions of managers, specialists and employees."

According to the professional standard for, the position of a contract manager belongs to the category of "specialists".

The qualification levels for the positions of specialists, employees are presented in B, but there is no position in question (there is only a purchasing agent, but this is a position of employees, not specialists). We believe that this is a gap in the law.

Details in the materials of the System Personnel:

1. Directory:List of lists of professional qualification groups

Lists of positions (professions)	The document that approved the list
Industry-wide positions of managers, specialists and employees
Industry-wide professions of workers
Positions (professions) of employees of institutions of the penitentiary system
Positions of employees performing work on fishing and conservation of aquatic biological resources
Positions of employees of cultural and educational institutions of the Ministry of Defense of Russia
Positions of heads of structural divisions and employees of archival institutions of the Ministry of Defense of Russia
Positions of heads of structural divisions and specialists of the editorial offices of newspapers and magazines of the Ministry of Defense of Russia
Positions (professions) of employees of television, radio broadcasting and film distribution of the Ministry of Defense of Russia
Positions of employees of the studio of military artists named after M.B. Grekov and the military art studio of writers of the Ministry of Defense of Russia
Positions of managers, specialists and employees of institutions and military units Ministry of Defense of Russia
Positions of forestry employees
Positions of air transport employees
Positions of employees of inland water transport
Positions of maritime transport employees
Positions of specialists and heads of structural divisions auxiliary fleet, Hydrographic Service, Department of Search and Rescue Operations of the Russian Navy
Positions (professions) of officers and ratings of the crews of support vessels of the Russian Navy
Positions of education staff
Positions of employees of higher and additional professional education
Employee positions physical culture and sports
Positions of employees performing work on search and rescue of crews and passengers of aircraft
Positions of militarized and guard guards
Positions of employees of state nature reserves and national parks
Positions of employees of geology and exploration of subsoil
Positions of employees of the sphere scientific research and development
Positions of employees of the hydrometeorological service
Positions of agricultural employees
Positions of employees of the state material reserve
Positions of employees exercising assay supervision
Positions of employees performing production activities Gokhran of Russia
Positions of employees of departmental security of the Ministry of Finance of Russia
Positions of employees of the print media
Positions of employees of television (radio broadcasting)
Positions of employees employed in the field of health and social services
Positions of medical and pharmaceutical workers
Positions of employees of culture, art and cinematography
Professions of workers of culture, art and cinematography
Positions of employees of state archives, document storage centers, archives municipalities, departments, organizations, laboratories ensuring the safety of archival documents
Positions of civilian personnel of state maritime inspections, groups of patrol vessels (boats) and crew members of patrol vessels (boats) exercising state control in the field of protection of marine biological resources
Positions of employees carrying out activities in the field civil defense, protection of the population and territories from emergency situations of natural and technogenic character, ensuring fire safety and safety of people at water bodies	There is not a single mention of the job description in the Labor Code. But personnel officers need this optional document. In the magazine "Personnel Business" you will find the latest job description for a personnel officer, taking into account the requirements of the professional standard. Check your PVR for relevance. Due to changes in 2019, the provisions of your document may violate the law. If the GIT finds outdated wording, it will fine. What rules to remove from the PVTR, and what to add - read in the magazine "Personnel Business". In the magazine "Personnel Business" you will find an up-to-date plan on how to create a safe vacation schedule for 2020. The article contains all the innovations in laws and practice that must now be taken into account. For you - ready-made solutions to situations that four out of five companies face when preparing a schedule. Get ready, the Ministry of Labor is changing the Labor Code again. There are six amendments in total. Find out how the amendments will affect your work and what to do now so that the changes are not taken by surprise, you will learn from the article.

" № 9/2016

Two professional standards have been approved regarding contract system: "Specialist in the field of procurement" and "Expert in the field of procurement." And this means that employees involved in government contracts have additional legal protection, and employers have additional responsibility.

In September 2015, two professional standards were approved regarding the contract system: "Specialist in the field of procurement" and "Expert in the field of procurement". And this means that employees involved in government contracts have additional legal protection, and the employer has additional responsibility.

Since 07/01/2015, independent professions related to procurement activities have been introduced. They are legalized by the professional standard, everything is written in them labor functions that the employer may impose on representatives of these professions. If an employee is not officially a specialist or expert in the field of procurement, but works, for example, as an accountant or secretary, then it is now illegal for him to perform additional procurement duties as a public benefit without obtaining his written consent.

Paragraph 2 of Art. 38 of the Law on the contract system obliges the customer to appoint a contract manager if he does not have a contract service and the total annual volume of purchases does not exceed 100 million rubles.

As early as June 2016, another specialist of the organization could have been appointed such a contract manager. Additional functions were assigned to him as the performance of a socially useful load or other duties, assignments of the employer. Refusals were not accepted: “If you don’t want to work, quit!”. Since no funding was provided for these functions in the budget, in most cases procurement labor was not paid or received "penny" for it. The employee's attitude to "optional" duties was appropriate.

However, since the second half of 2016, the employer will no longer be able to order his subordinate to conduct procurement activities organizations. Otherwise, the employer will violate the labor law.

The employee agrees to act as a contract manager

Typically, if an organization does not have position“contract manager”, then the employer assigns the labor functions of planning and implementing procurement to other specialists, and these functions are related to their main profession in which they were hired.

As per the rules Art. 60.2 "Combination of professions (positions)" of the Labor Code of the Russian Federation the employer may instruct the employee to perform additional duties in another or the same profession (position). But the employer should remember that for additional labor functions the employee is entitled to additional charges (Art. 60.2, 151 Labor Code of the Russian Federation). And such an order is only possible with the written consent of the employee , as well as the establishment of the period during which additional work will be performed, the content and volume of this work.

Additional work in another profession (position) can be entrusted to a specialist only by combining professions (positions), as required par. 2 tbsp. 60.2 of the Labor Code of the Russian Federation.

Now, with the above in mind, consider legal implications introduction of professional standards for procurement on the example of the duties of an accountant, who is entrusted with a responsible mission by order - to fulfill the duties of a contract manager. In fact, the employer added additional labor functions to the duties of an accountant.

The profession of an accountant is regulated by the relevant professional standard, which spells out all the labor functions that must be performed this specialist. The employer has the right to demand the performance of these functions. But among them there is not a single function related to the planning and implementation of procurement. Because they are in a different standard that describes a different type of professional activity.

Can an accountant perform the duties of a procurement specialist - that is, carry out another type of professional activity? Maybe, but only if you want - as an additional work, by combining.

The employer must issue an order appointing an accountant as a contract manager, having received in advance written agreement of his employee, and, most importantly, to resolve the issue of the possibility of additional payment - compensation for performing labor functions in another profession. In fact, the employer must "persuade" the employee to work also with public procurement, motivating him financially.

Can an employee prematurely refuse to perform additional functions? Yes, he has the right to do so par. 4 tbsp. 60.2 of the Labor Code of the Russian Federation. However, the employer also has the right to cancel the order to perform such work ahead of schedule, having warned the other party about this in writing no later than three business days.

The employee refuses the proposed combination

Is it possible to fire an employee if he refuses to work in the new conditions? Consider a situation where an employer is trying to change conditions employment contract by offering the employee additional responsibilities as a contract manager, but the subordinate refuses such an offer.

The right to change the terms of the employment contract gives the employer Art. 72 Labor Code of the Russian Federation. This adjustment is possible if the previous working conditions cannot be maintained due to changes in organizational or technological working conditions. If an employee refuses to continue working due to a change certain parties terms of the employment contract, is subject to termination in accordance with p. 7 h. 1 art. 77 Labor Code of the Russian Federation.

It would seem that the employer has the right to dismiss the "obstinate" subordinate, since the contract manager should conduct public procurement - a requirement Law on the contract system must be fulfilled. That is, the employer must make changes in organizational structure, redistribute the load on departments or on specific positions.

However, the above Art. 72 Labor Code of the Russian Federation allows the employer to change any organizational or technological working conditions, except for changes in the work function of the employee . Labor functions cannot be touched - taboo! They are enshrined in the relevant professional standard.

That is why the employer will not be able to change the labor functions of an accountant (or other employee) by forcibly entrusting him with additional duties of a contract manager. After all, the change in labor functions in accordance with the norms Art. 72 Labor Code of the Russian Federation not within the scope of the employer. And it is also impossible to dismiss an employee who refused the proposed "part-time job", since there are no grounds for such a dismissal in the Labor Code of the Russian Federation.

If the employer tries to pass off the duties of a contract manager as a public workload, nothing will come of this either. " Additional Responsibilities» - labor functions, all of them are listed in professional standards "Purchasing Specialist" , "Purchasing Expert" . It turns out that this is not a socially useful load and it cannot be “hung” on an employee forcibly.

Already now it is possible to predict the mass occurrence labor disputes between employers and employees who are voluntarily assigned labor functions for planning and making purchases that are not related to their main profession in which they were hired. The presence of such labor disputes will lead to further professionalization of procurement activities.

What should an employer do? Or motivate the right employee to obtain consent to perform the functions of a contract manager, resolving the issue of payment for work. Or centralize procurement activities, introducing a unit on new profession. The use of professional standards for public procurement provides such an opportunity.

Approved by the Order of the Ministry of Labor of the Russian Federation of September 10, 2015 No. 625n.

Approved by the Order of the Ministry of Labor of the Russian Federation of September 10, 2015 No. 626n.

The material was prepared on the basis of the speech of the Chairman of the Trade Union of Procurement Specialists of the Kaliningrad Region V. V. Don at the First All-Russian Conference"System professional qualifications in the field of state, municipal and corporate procurement”, conducted by NP “Association professional specialists in the field of state, municipal and corporate procurement. Conference website: conf.zakupki-profstandart.ru.

Federal Law No. 44-FZ dated 05.04.2013 “On the contract system in the field of procurement of goods, works, services to meet state and municipal needs”.

Two professional standards have been approved regarding the contract system: "Specialist in the field of procurement" and "Expert in the field of procurement". And this means that employees involved in government contracts have additional legal protection, and employers have additional

In September 2015, two professional standards were approved regarding the contract system: "Specialist in the field of procurement" and "Expert in the field of procurement". And this means that employees involved in government contracts have additional legal protection, and the employer has additional responsibility.

Since 07/01/2015, independent professions related to procurement activities have been introduced. They are legalized by the professional standard, they spell out all the labor functions that the employer can assign to these professions. If an employee is not officially a specialist or expert in the field, but works, for example, as an accountant or secretary, then it is now illegal for him to perform additional labor duties in procurement as a public benefit without obtaining his written consent.

Paragraph 2 of Art. 38 of the Law on the contract system obliges to appoint a contract manager if he does not have a contract service and the total annual volume of purchases does not exceed 100 million rubles.

Back in June 2016, an accountant or other specialist of the organization could have been appointed such a contract manager. Additional functions were assigned to him as the performance of a socially useful load or other duties, assignments of the employer. Refusals were not accepted: “If you don’t want to work, quit!”. Since the budget did not provide for the payment of these functions, in most cases procurement labor was not paid or received "penny" for it. The employee's attitude to "optional" duties was appropriate.

However, from the second half of 2016, the employer will no longer be able to order his subordinate to conduct the procurement activities of the organization. Otherwise, the employer will violate the labor law.

The employee agrees to act as a contract manager

As a rule, if the organization does not have a full-time “contract manager” position, then the employer assigns labor functions for planning and implementing procurement to other specialists, and these functions are related to their main profession in which they were hired.

As per the rules Art. 60.2 "Combination of professions (positions)" of the Labor Code of the Russian Federation the employer may instruct the employee to perform additional duties in another or the same profession (position). But the employer should remember that for additional labor functions the employee is entitled to additional charges (Art. 60.2, 151 Labor Code of the Russian Federation). And such an order is only possible with the written consent of the employee , as well as the period during which additional work will be performed, the content and volume of this work.

Additional work in another profession (position) can be entrusted to a specialist only by combining professions (positions), as required par. 2 tbsp. 60.2 of the Labor Code of the Russian Federation.

Now, keeping in mind the above, we will consider the legal consequences of the introduction of professional procurement standards using the example of the duties of an accountant, who is entrusted with a responsible mission by order - to fulfill the duties of a contract manager. In fact, the employer added additional labor functions to the duties of an accountant.

The profession of an accountant is regulated by the relevant professional standard, which spells out all the labor functions that this specialist must perform. The employer has the right to demand the performance of these functions. But among them there is not a single function related to the planning and implementation of procurement. Because they are in a different standard that describes a different type of professional activity.

Can an accountant perform the duties of a procurement specialist - that is, carry out another type of professional activity? Maybe, but only if you want - as an additional work, by combining.

The employer must issue an order appointing an accountant as a contract manager, having received in advance written agreement of your employee, and, most importantly, decide on the possibility of additional payment - compensation for performing labor functions in another profession. In fact, the employer must "persuade" the employee to work also with public procurement, motivating him financially.

Can an employee prematurely refuse to perform additional functions? Yes, he has the right to do so par. 4 tbsp. 60.2 of the Labor Code of the Russian Federation. However, the employer also has the right to cancel the order to perform such work ahead of schedule by notifying the other party in writing no later than three working days in advance.

The employee refuses the proposed combination

Is it possible to fire an employee if he refuses to work in the new conditions? Consider a situation where an employer is trying to change the terms of an employment contract by offering the employee additional responsibilities as a contract manager, but the subordinate refuses such an offer.

The right to change the terms of the employment contract gives the employer Art. 72 Labor Code of the Russian Federation. This adjustment is possible if the previous working conditions cannot be maintained due to changes in organizational or technological working conditions. If the employee refuses to continue working due to a change in the terms of the employment contract determined by the parties, the employment contract is subject to termination in accordance with p. 7 h. 1 art. 77 Labor Code of the Russian Federation.

It would seem that the employer has the right to dismiss the "obstinate" subordinate, since the contract manager should conduct public procurement - a requirement Law on the contract system must be fulfilled. That is, the employer must make changes in the organizational structure, redistribute the load on departments or on specific positions.

However, the above Art. 72 Labor Code of the Russian Federation allows the employer to change any organizational or technological working conditions, except for changes in the work function of the employee . Labor functions cannot be touched - taboo! They are enshrined in the relevant professional standard.

That is why the employer will not be able to change the labor functions of an accountant (or other employee) by forcibly entrusting him with additional duties of a contract manager. After all, the change in labor functions in accordance with the norms Art. 72 Labor Code of the Russian Federation not within the scope of the employer. And it is also impossible to dismiss an employee who refused the proposed "part-time job", since there are no grounds for such a dismissal in the Labor Code of the Russian Federation.

If the employer tries to pass off the duties of a contract manager as a public workload, nothing will come of this either. "Additional responsibilities" - labor functions, all of them are listed in professional standards "Purchasing Specialist" , "Purchasing Expert" . It turns out that this is not a socially useful load and it cannot be “hung” on an employee forcibly.

Already now it is possible to predict the massive emergence of labor disputes between employers and employees who are voluntarily-compulsorily assigned labor functions for planning and making purchases that are not related to their main profession, in which they were hired. The presence of such labor disputes will lead to further professionalization of procurement activities.

What should an employer do? Or motivate the right employee to obtain consent to perform the functions of a contract manager, resolving the issue of remuneration for work. Or centralize procurement activities, introducing a unit in a new profession. The use of professional standards for public procurement provides such an opportunity.

Approved by the Order of the Ministry of Labor of the Russian Federation of September 10, 2015 No. 625n.

Approved by the Order of the Ministry of Labor of the Russian Federation of September 10, 2015 No. 626n.

The material was prepared on the basis of the speech of the Chairman of the Trade Union of Specialists in the field of procurement of the region V. V. Don at the First All-Russian Conference "The system of professional qualifications in the field of state, municipal and corporate procurement", held by the NP "Association of professional specialists in the field of state, municipal and corporate procurement" . Conference website: conf.zakupki-profstandart.ru.

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ON THE APPROVAL OF THE APPROXIMATE REGULATIONS

Document's name:
Document Number:	100 o/n
Type of document:	Order URKS VO
Host body:	URKS VO
Status:	current
Published:
Acceptance date:	May 12, 2016

ON THE APPROVAL OF THE APPROXIMATE REGULATIONS ON THE PAYMENT OF EMPLOYEES OF A BUDGETARY INSTITUTION IN RELATION TO WHICH THE DEPARTMENT FOR REGULATION OF THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENTS OF THE VORONEZH REGION EXECUTE THE FUNCTIONS AND POWERS OF THE FOUNDER

DEPARTMENT FOR REGULATION OF THE CONTRACT SYSTEM IN THE SPHERE OF PURCHASES OF THE VORONEZH REGION

ORDER

ON THE APPROVAL OF THE APPROXIMATE REGULATIONS ON THE PAYMENT OF EMPLOYEES OF A BUDGETARY INSTITUTION IN RELATION TO WHICH THE DEPARTMENT FOR REGULATION OF THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENTS OF THE VORONEZH REGION EXECUTE THE FUNCTIONS AND POWERS OF THE FOUNDER

According to order:

1. Approve the attached Model regulation on remuneration of employees of a budgetary institution, in respect of which the department for regulating the contract system in the field of procurement of the Voronezh Region performs the functions and powers of the founder.

2. Head of BU VO "Agency public procurement of the Voronezh Region" (Pekshev A.Yu.) within one month from the date of adoption of this order, develop a regulation on the remuneration of employees of the BU VO "Public Procurement Agency of the Voronezh Region" and coordinate with the department for regulating the contract system in the field of procurement of the Voronezh region.

3. I reserve control over the execution of this order.

Head of Department
E.N. GONCHAROV

APPROXIMATE REGULATIONS ON THE PAYMENT OF EMPLOYEES OF A BUDGETARY INSTITUTION IN RELATION TO WHICH THE DEPARTMENT FOR REGULATION OF THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENTS OF THE VORONEZH REGION EXECUTE THE FUNCTIONS AND POWERS OF THE FOUNDER

Approved
by order
regulatory authority
contract system in the field
purchases of the Voronezh region
dated 12.05.2016 N 100 o / n

1. General Provisions

1.1. This Exemplary Regulation on the remuneration of employees of a budgetary institution, in respect of which the department for regulating the contract system in the field of procurement of the Voronezh Region performs the functions and powers of the founder (hereinafter referred to as the Regulation), was developed in accordance with the Decree of the Administration of the Voronezh Region dated December 1, 2008 N 1044 "On introduction of new wage systems for employees of state institutions of the Voronezh region" .

The regulation was developed in order to form uniform approaches to regulating the remuneration of employees of a budgetary institution (hereinafter referred to as the institution), in relation to which the department for regulating the contract system in the field of procurement of the Voronezh region (hereinafter referred to as the department, founder) performs the functions and powers of the founder, to increase interest in final results of work, improvement of management of financial, material and human resources.

List and conditions for making payments compensatory nature;

List and conditions for making incentive payments;

Terms of remuneration for managers, their deputies and chief accountants of institutions;

Other wage issues.

1.3. The system of remuneration of employees of the institution is established taking into account:

a) a single tariff qualification handbook works and professions of workers, a unified qualification directory of positions of managers, specialists and employees or professional standards;

b) state guarantees for wages;

c) a list of types of compensation payments;

d) a list of types of incentive payments;

f) the opinions of the workers' representative body.

1.4. The payroll fund for employees of the institution is formed for a calendar year based on the amount of subsidies received by in due course institution from the regional budget and funds from income-generating activities.

1.5. To ensure the differentiation of remuneration of the main and other personnel, to optimize the costs of administrative and managerial and auxiliary personnel of the institution, the following ratios are established:

The share of remuneration of employees of administrative, managerial and auxiliary personnel in the wage fund of the institution should not exceed 40%;

The maximum level of the ratio of the average salary of the head of the institution and the average salary of the employees of the institution is set in a multiple of up to 5.

The determination of the average wage is carried out in accordance with the methodology used in determining the average wage of employees for the purposes of statistical observation approved federal body executive power, which performs the functions of developing state policy and legal regulation in the field of official statistical accounting.

When determining the ratio, the salary of the head and employees of the institution is taken into account, which is formed from all sources of financial support and is calculated for the calendar year.

The main personnel of the institution include employees directly providing services (performing work) aimed at achieving the goals of the institution's activities determined by the charter, as well as their immediate supervisors. The list of positions of employees of the institution, related to the main staff, is given in Appendix No. 1 to the Regulation.

Auxiliary personnel of the institution - employees of the institution who create conditions for the provision of services (performance of work) aimed at achieving the objectives of the institution's activities defined by the charter. This category includes the driver, manager of the economy.

Administrative and managerial staff of the institution - employees of the institution engaged in the management (organization) of the provision of services (performance of work), as well as employees of the institution performing administrative functions necessary to ensure the activities of the institution. Administrative and management personnel include the head, deputy heads, Chief Accountant, accountant-economist.

1.6. The salary of an employee includes a salary (official salary), increasing coefficients to salaries, compensation, incentive payments and within the adjusted budget allocations is not limited to maximum sizes.

The monthly salary of an employee who has fully worked out the standard of working hours for this period and fulfilled the labor standards (labor duties) cannot be lower than the minimum wage established by the current legislation.

1.7. Terms of remuneration, including the amount of salary ( official salary) of the employee, incentive payments (permanent), compensation payments are mandatory for inclusion in the employment contract.

1.8. To carry out work on determining the amount of allowances of a compensatory and incentive nature, by order of the head of the institution, a permanent tariff commission is created (Appendix No. 2 to the Regulation).

1.9. The remuneration of labor of employees employed part-time, as well as on a part-time basis, is made in proportion to the hours worked. The determination of the size and calculation of wages for the main position and for the position held in combination is carried out separately for each of the positions.

1.10. In institutions, in case of production necessity, a summarized accounting of working time can be established. The summarized accounting of working time is established by the local regulatory act of the institution.

1.11. The wages of employees of institutions (excluding bonuses and other incentive payments) when changing the wage system cannot be less than the wages (excluding bonuses and other incentive payments) paid to employees before the change, provided that the volume of labor (official) duties of employees and their performance of work of the same qualification.

1.12. Persons who do not have special training or work experience established by the qualification requirements, but who have sufficient practical experience and perform qualitatively and in full the tasks assigned to them official duties, by recommendation attestation commission institutions, by way of exception, may be appointed to the relevant positions in the same way as persons with special training and work experience.

1.13. In institutions, taking into account this Regulation, in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the Voronezh Region, the regulation on remuneration of employees of the institution is approved and agreed with the management.

The staff list of the institution is approved by the order of the institution, agreed with the management and includes all positions of employees, professions of workers of the institution.

1.14. In order to perform work related to the temporary expansion of the volume of services provided by the institution, the institution has the right to engage, in addition to employees holding positions (professions) provided for in the staff list, other employees on the terms of a fixed-term employment contract at the expense of funds received from income-generating activities.

1.15. Heads of institutions are responsible for the timely and correct determination of the wages of employees in accordance with applicable law.

2. Basic conditions for remuneration of employees of institutions

2.1. The salaries of employees of the institution are set by the head of the institution based on the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity (PKG), taking into account the complexity and volume of work performed.

2.2. The recommended minimum salaries for employees of institutions holding industry-wide positions of employees (Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 247n) are given in Appendix No. 3 to this Regulation.

The recommended minimum salaries for positions not assigned to the PKG, approved by Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 247n, are determined by Appendix N 4 to this Regulation.

2.3. The recommended minimum wages for the professions of workers in accordance with the Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 248n are given in Appendix N 5 to this Regulation.

The personal multiplier coefficient is set by the decision of the permanent tariff commission established in the institution, in accordance with the order of the head of the institution personally in relation to a particular employee, taking into account the level of his vocational training, the complexity and importance of the work performed, the degree of independence, length of service in the institution, responsibility in the performance of tasks and other factors.

The personal multiplier is set to certain period time during the respective calendar year. The amount of payments is determined by multiplying the employee's salary by a multiplier. The use of a personal multiplier does not form a new salary and is not taken into account when determining incentive and compensation payments to an employee.

The decision to introduce a personal multiplying factor is made taking into account the provision of the specified payment with financial resources in the prescribed manner.

2.5. Increasing coefficients may be established for the official salaries of employees of institutions replacing the positions of employees in the following categories:

	Academic degree (candidate of science, doctor of science)
	Academic title (Professor, Associate Professor)
	Honorary title of the Russian Federation

Payment for an academic degree and (or) an honorary title is made only for the main work, provided that the title and academic degree correspond to the profile of the work (specialty) performed.

If an employee has more than one honorary title, the mentioned coefficient is applied on one of the grounds.

The coefficient for an honorary title is established from the day the honorary title is awarded, but not earlier than the day of employment.

The increasing coefficient for an academic degree, academic title and (or) honorary title to the salary for the position held is set for the employee to the official salary and is not taken into account when calculating compensation and incentive payments.

2.6. Taking into account the working conditions, compensation payments may be established for employees of institutions, provided for in Section 4 of this Regulation.

2.7. Employees of institutions may be paid bonuses and other incentive payments provided for in Section 5 of these Regulations.

2.8. The size of increasing coefficients, including personal, compensation and incentive payments are established within the payroll fund formed for the calendar year.

3. Terms of remuneration for heads of institutions, their deputies, chief accountants

3.1. The salary of heads of institutions, their deputies and chief accountants consists of official salary, compensation and incentive payments.

3.2. The terms of remuneration for the heads of institutions are established in labor contracts concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation dated April 12, 2013 N 329 "On the standard form of an employment contract with the head of a state (municipal) institution" .

3.3. The amount of official salaries for the heads of institutions is determined by employment contracts depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and significance of the institution.

3.4. The salaries of deputy heads, chief accountants of institutions are set at 10 - 30% below the salary of the head.

3.5. To the salary of the heads of institutions, their deputies, chief accountants, multiplying factors may be established in accordance with clause 2.5 of this Regulation.

3.6. Increasing coefficients to the salary of managers are established by the employment contract. Increasing coefficients for the salaries of deputy heads and chief accountants are established by order of the head of the institution.

The amount of payments under the increasing coefficient to the salary is determined by multiplying the size of the official salary by the increasing coefficient.

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

The incremental payouts are stimulating in nature.

3.7. Heads of institutions, their deputies and chief accountants may be provided with compensation payments in accordance with Section 4 of these Regulations.

3.8. Heads of institutions, their deputies and chief accountants of institutions, taking into account the provision of financial resources, may be provided with incentive payments provided for in Section 5 of these Regulations.

3.9. Bonuses for the heads of institutions are carried out based on the results of an assessment of the results of the work of institutions for the corresponding reporting period taking into account the achievement of target indicators of the effectiveness of the activities of institutions, the personal contribution of the head to the implementation of the main tasks and functions defined by the charter of the institution.

Target indicators of the effectiveness of the activities of institutions and criteria for evaluating the effectiveness of the work of heads of institutions are established by order of the department.

The payment of bonuses to managers is carried out on the basis of the order of management.

4. Compensatory payments

4.1. In accordance with the approved list of types of compensation payments in public institutions In the Voronezh Region, the following compensation payments can be made to employees of institutions:

Payments to employees employed in work with harmful and (or) dangerous working conditions;

Payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal).

Compensatory payments are established in addition to salaries (official salaries) of employees, unless otherwise provided by federal and regional legislation.

The leader takes action special evaluation working conditions in order to develop and implement an action program to ensure safe conditions and labor protection.

4.2. Payments to employees employed in work with harmful and (or) dangerous working conditions are established in accordance with Article 147.

4.3. Payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal), are established taking into account Article 149 of the Labor Code of the Russian Federation. Federation.

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

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

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

4.3.4. Surcharge for work at night is made to employees for each hour of work at night.

Night time is considered from 22:00 pm to 6:00 am.

The calculation of the additional payment for an hour of work at night is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year, depending on the duration working week set to the employee.

4.3.5. Additional pay for work on weekends and non-working days holidays made to employees involved in work on weekends and non-working holidays.

The amount of the surcharge is:

in the amount of at least a single daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working hours and in the amount of at least double daily or hourly rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.

4.3.6. Increased pay overtime for the first two hours of work is at least one and a half size, for the next hours - double size in accordance with Article 152 of the Labor Code of the Russian Federation.

4.4. When calculating compensation payments provided for in paragraph 4.3 of these Regulations, in the case of using the hourly (daily) tariff rate the latter is determined by dividing the salary (official salary) by the average monthly number of working hours (days) per year, depending on the established working hours for this category of employees.

5. Incentive payments

5.1. In order to stimulate the qualitative result of labor and encourage employees for the work performed in institutions, taking into account the provision of financial resources, the following incentive payments can be established:

Payments for intensity and high performance;

Payments for continuous work experience, length of service;

Incentive payments, the amounts and conditions for their implementation are established by local regulations, collective agreements, agreements.

The grounds for establishing incentive payments to employees of institutions may be:

Successful and conscientious performance employee of his duties in the relevant period;

Initiative, creativity and application at work modern forms and methods of labor organization;

Performing assigned work related to ensuring the work process;

Participation in the implementation important works and events;

Early and high-quality performance of work and high achievements in work;

Successful implementation of planned indicators of the statutory activities of the institution;

High achievements in work at the end of the year;

Active participation in methodical work(conferences, seminars, methodological and scientific-methodological associations);

Organization and holding of events that increase the credibility and image of the institution;

High level of performing discipline;

A special mode of operation to ensure trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution.

Incentive payments are made by decision of the heads of institutions within the limits of subsidies received for the implementation of state task, as well as at the expense of funds from income-generating activities directed by the institution to pay employees for the corresponding fiscal year.

Bonuses for employees of institutions are carried out on the basis of the provision on bonuses approved by the local regulatory act of a particular institution, subject to the provision of financial resources.

The decision to introduce each specific incentive payment is made by the head of the institution, the name and conditions of its payment are included in the regulation on bonuses to employees of the institution.

The period for which the bonus is paid is specified in the regulation on bonuses to employees of the institution. In an institution, several bonuses can be introduced simultaneously for different periods - based on the results of work for a month, quarter, half a year, 9 months, a year, as well as bonuses for the exemplary quality of work performed, for the performance of particularly important and responsible work, for the intensity and high results of work etc.

5.2. Performance based bonuses:

Bonus payments based on the results of work for the period (month, quarter, six months, 9 months, year) are paid in order to encourage employees for the overall results of work based on the results of assessing the fulfillment of the approved criteria and performance indicators of each employee of the institution.

The specific amount of the bonus is determined in accordance with the personal contribution of the employee to the achievement of target performance indicators of the institution, functional duties and other indicators approved in the regulation on bonuses. In the case when the criteria for evaluating the effectiveness of activities are different for various categories workers, it is advisable to group them into separate subsections.

The payment of a bonus based on the results of work for the period is made for the actual hours worked, which does not include:

Stay on the next main or additional vacation;

time of disability;

Other periods when the employee did not actually work, but the average salary was kept for him.

The bonus is paid within the limits of the wage fund approved by the institution for the relevant financial year, based on the order of the head of the institution. Bonus payments are set both in absolute terms and as a percentage of salary, and are not limited to maximum amounts.

When deciding on bonuses to an employee based on the results of work for the period, the presence of disciplinary action and (or) violation of the internal labor regulations.

5.3. Payments for the intensity and high performance of work can be paid to employees regularly and at a time.

When assigning payments for the intensity and high results of work, the following is taken into account:

The intensity and intensity of work associated with the specifics of the contingent;

Organization and holding of events aimed at increasing the authority and image of the institution;

The results of the implementation of particularly important and responsible work.

The specific amount of the incentive payment for the intensity of work and high results is established by order of the head of the institution:

Heads of structural subdivisions of the institution and other employees subordinate to the deputy head of the institution - on the proposal of the deputy head of the institution;

The rest of the employees of the institution engaged in the performance of statutory activities and the functions assigned to them - on the proposal of the head of the relevant structural unit.

Payments for the intensity and high results of work can be established by a permanent tariff commission for a period of up to 1 year.

Payments for the performance of particularly important and urgent work are made at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.

Payments for the intensity and high results of work are made within the limits of the wage fund approved by the institution for the corresponding financial year, based on the order of the head of the institution. Payments can be set both in absolute terms and as a percentage of salary, and are not limited to maximum amounts.

5.4. Payments for the quality of work performed can be paid to employees at a time, provided that they are provided with financial resources.

The types and amounts of incentive payments for the quality of work performed are established by a legal act of management.

The recommended amount of payment for the length of service of continuous work, length of service for employees of institutions is determined as a percentage of the salary (official salary) depending on the total length of service in the following amounts:

Total work experience, years	The amount of the allowance, %
From 1 year to 3 years
From 3 years to 8 years
Over 8 years to 13 years
Over 13 years old Under 18 years old
Over 18 years old to 23 years old

In the length of service, giving the right to receive monthly payment for years of service include:

Periods of work and (or) other activities, which are provided for in Article 11 federal law dated November 28, 2013 N 400-FZ "On insurance pensions";

Travel time military service by invitation.

The main document for determining the length of service, which gives the right to receive a monthly payment for continuous work experience, length of service, is a work book.

The results of calculating the length of service are recorded in the minutes of the meeting of the tariff commission.

The minutes of the meeting of the commission are the basis for the preparation of a draft order on the establishment of a payment for the worker for continuous work experience, length of service.

An increase in the amount of the monthly payment established for the employee for the period of continuous work, length of service is made if the employee has a length of service that gives the right to receive the specified payment in a higher amount, from the next day after the date from which this right arises for the employee.

6. Other pay issues

6.1. In the event of a delay in the payment of wages to employees and other violations of wages, the head of the institution shall be liable in accordance with the legislation of the Russian Federation.

6.2. If there are savings on the wage fund in the institution, employees of the institution and the head of the institution may be provided with material assistance for annual paid leave, as well as in the event of special cases:

In connection with anniversaries (50, 55 and 60 years);

In connection with the birth of a child;

In case of death of close relatives (husband, spouse, children, parents, adopted children, adoptive parents, siblings and sisters);

In case of special need (expensive treatment, purchase of expensive medicines and etc.).

The conditions for the payment of material assistance are established by the local regulations of the institution.

The decision to provide material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee. The decision to provide material assistance and its specific amount to the head of the institution is made by the head of the department on the basis of a written application from the head of the institution.

6.3. At the expense of savings from the payroll fund, employees of the institution can be paid one-time bonuses for professional and public holidays. Bonus payments are paid from the funds received from income-generating activities aimed at additional incentives for the employees of the institution, as well as by saving the wage fund, formed from the funds of subsidies from the regional budget provided to the institution to fulfill the state task of the founder. The amount of the bonus is determined by the head of the institution, taking into account the security of these payments with financial resources. The size of the bonus of the head of the institution is determined by the head of the department. Payments are set both in absolute terms and as a percentage of salary, and are not limited to maximum amounts.

6.4. The head of the institution is responsible for the overspending of the wage fund.

Appendix N 1. List of positions of employees classified as key personnel

Appendix No. 1
to the exemplary
on the remuneration of employees of a budgetary institution,
for which the Regulatory Authority
contract system in the field of procurement of the Voronezh
area, the functions and powers of the founder are performed

List of positions of employees classified as key personnel

1. Head of department;

2. Deputy head of department;

3. Chief specialist;

4. Specialist;

5. HR specialist;

6. Leading legal adviser;

7. Legal adviser.

Appendix N 2. Procedure for employees of institutions

Appendix No. 2
to the exemplary
on the remuneration of employees of a budgetary institution,
for which the Regulatory Authority
contract system in the field of procurement of the Voronezh
area, the functions and powers of the founder are performed

The order of work on the tariffing of employees of institutions

1. To carry out work to determine the amount of allowances of a compensatory and incentive nature, by order of the head of the institution, a permanent tariff commission is created consisting of the head and (or) deputy head, chief accountant, employee dealing with personnel issues, as well as other persons attracted by the head of the institution to this work. The chairman of the tariff commission is the head of the institution or his deputy.

2. The tariff commission is guided in its work by the current conditions of remuneration of the relevant employees and other regulations. The results of the work of this commission are reflected in the tariff lists. In addition, if necessary, the tariff commission may draw up the results of its work in a protocol or any other document.

3. Tariff lists are compiled:

For employees of the institution - a tariff list in the form in accordance with Appendix No. 1 to this Procedure (hereinafter - the tariff list of employees);

For deputy heads and chief accountant - a tariff list in the form in accordance with Appendix No. 2 to this Procedure.

The tariff lists specified in this paragraph are compiled annually as of January 1 and signed by all members of the tariff commission of the institution.

During the year, additions and (or) changes may be made to the tariff lists, according to unscheduled meetings of the tariff commission, which are held in accordance with local regulations institutions.

4. The tariff list of employees is filled in by categories of personnel for each position (profession) of each structural unit of the institution in sequence corresponding to the structure of the institution's staffing table, with the exception of the positions of the head of the institution, his deputies and chief accountant.

5. In column 3 "Name of the professional qualification group" of the tariff list of employees, the professional qualifying group professions of workers and positions of employees of the institution, which includes the profession of a worker or position of an employee.

6. In column 4 "Level of the professional qualification group" of the tariff list of employees, the value corresponding to the number of the level of the professional qualification group to which the profession of a worker, the position of an employee is assigned is indicated.

7. In column 5 "Qualification level of the professional qualification group" of the tariff list of employees, the value corresponding to the number of the qualification level of the professional qualification group to which the profession of a worker or the position of an employee is assigned is indicated.

If the professional qualification group is not structured by qualification levels, then a dash is put in column 5.

8. In column 6 "Salary (official salary)" of the tariff list of employees, the amount of salary established by the Regulations for the corresponding qualification level of the corresponding professional qualification group is indicated.

9. In column 9 of the tariff list of employees, the coefficient of additional payments to employees employed in work with harmful and (or) dangerous working conditions is established in accordance with Article 147 of the Labor Code of the Russian Federation.

10. Column 12 indicates the "Coefficient of the bonus for the intensity and high results of work" of the tariff list of employees, which implies payments on a regular basis during the year.

11. In column 15 "Coefficient of bonuses for length of service, continuous work experience" of the tariff list of employees, the value of the specified coefficient is indicated.

If the length of service, which gives the right to pay a bonus for long service, the duration of continuous work, changes during the coming year, then the bonus coefficient for the length of service should be indicated in two lines: on the date of filling out the tariff list of employees and on the date of the change in the length of service, which is entered in column "Additional information".

12. Columns 6, 18, 19, 21 of the tariff list of employees are filled in in accordance with section 2 of the Regulation.

13. In column 23 "Additional information" of the tariff list of employees, information is entered on the availability of an academic degree, honorary title, and other information.

14. Vacancies are reflected in those structural divisions where they are available.

In the tariff lists of employees, the monthly wage fund is calculated according to vacancies based on average salaries (official salaries) and average allowances for length of service, the duration of continuous work in the relevant positions (professions of workers).

15. The following is not reflected in the form of the tariff list of employees:

Payments for work in conditions deviating from normal;

Payments for the quality of work performed;

Bonus payments based on performance.

Appendix N 1. TARIFF LIST OF EMPLOYEES

Appendix No. 1
to Order
billing works
employees of the institution

_______________________________________
name of institution

as of 01.01.20__

	Full Name
	Name of profession (position)
	Name of professional qualification group
	Level of professional qualification group
	Qualification level of a professional qualification group
	Salary (official salary) (rub.)
	The coefficient of the volume of work by profession (position) (1.0; 0.75; 0.5; 0.25) indicating the type of work (main, part-time)
	The amount of the employee's salary, taking into account the amount of work (rubles) (group 6 x group 7)
	Compensation payments
	The coefficient of additional payment to employees employed in work with harmful and (or) dangerous working conditions
	The amount of additional payments to employees employed in work with harmful and (or) dangerous working conditions (rubles) (column 8 x colum 9)
	Total: compensation payments(rubles) (group 10)
	incentive payments
	Bonus factor for intensity and high performance
	Amount of payment for intensity and high performance (rubles) (column 8 x colum 12)
	General work experience
	Bonus coefficient for continuous work experience, length of service
	The amount of the allowance for the length of service, for the length of service (rubles) (column 8 x gr. 15)
	Total: incentive payments (rubles) (column 13 + colum 16)
	Salary increase for an honorary title of the Russian Federation and an academic degree/academic title (rubles) (group 8 x (group 17 + group 18))
	Personal multiplier
	The amount of payments for a personal multiplier (rubles)
	Total: monthly wage fund according to the tariff list (rubles) (group 8 + group 11 + group 17 + group 20 + group 22)
	additional information

Appendix N 2. TARIFF LIST of deputy heads, chief accountant

Appendix No. 2
to Order
billing works
employees of the institution

______________________________________________
name of institution

as of 01.01.20__

	Full Name
	Job title)
	Salary for the position held (rub.)
	Compensation payments
	Coefficient of additional payment head, chief accountant employed in work with harmful and (or) dangerous working conditions
	The amount of the supplement head, chief accountant, at work with harmful and (or) dangerous working conditions (rub.) (group 3 x group 4)
	Coefficient of additional payment for work in conditions deviating from normal
	The amount of additional payment for work in conditions deviating from normal (rubles) (column 3 x colum 6)
	Total: compensation payments (rubles) (column 5 + colum 7)
	Multipliers
	Increasing coefficient for the honorary title of the Russian Federation
	Increasing coefficient for an academic degree and (or) academic title
	Salary increase for an honorary title of the Russian Federation and an academic degree/academic title (rubles) (group 3 x (group 9 + group 10))
	Total: multiplying factors (column 11)
	Total: monthly wage fund according to the tariff list (group 3 + group 8 + group 12)
	additional information

Appendix N 3. Recommended minimum salaries for specialists and employees

Appendix No. 3
to the exemplary
on the remuneration of employees of a budgetary institution,
for which the Regulatory Authority
contract system in the field of procurement of the Voronezh
area, the functions and powers of the founder are performed

Job title
PKG "Industry-wide positions of employees of the second level"
2nd qualification level:
Head of the household
PKG "Industry-wide positions of employees of the third level"
1st qualification level:
Human Resources Specialist, Legal Counsel
4th qualification level:
Lead Counsel
5th qualification level:
Chief Specialist
PKG "Industry-wide positions of employees of the fourth level"
1st qualification level:
Head of Department<*>

________________

<*>The official salary of the deputy head of the department is set at 5 - 10% lower than the official salary of the head of the department.

Annex N 4. Recommended minimum wages for positions of employees not assigned to professional qualification groups

Appendix No. 4
to the exemplary
on the remuneration of employees of a budgetary institution,
for which the Regulatory Authority
contract system in the field of procurement of the Voronezh
area, the functions and powers of the founder are performed

Appendix N 5. Recommended minimum wages for industry-wide occupations of workers

Appendix No. 5
to the exemplary
on the remuneration of employees of a budgetary institution,
for which the Regulatory Authority
contract system in the field of procurement of the Voronezh
area, the functions and powers of the founder are performed

Occupations of workers assigned to the qualification levels of the PKG
PKG "General industry professions of workers of the second level"
1st qualification level:
Document Number:	100 o/n
Type of document:	Order URKS VO
Host body:	URKS VO
Status:	current
Published:	Information system"Portal of the Voronezh region on the Internet" http://www.govvrn.ru, 05/13/2016
Acceptance date:	May 12, 2016

Today, about 3 thousand vacancies are open in government organizations countries working under 44-FZ and 223-FZ. Approximately 8,000 professionals are looking for work in this area. On average, 2.5 people apply for one place. average salary leader contract service in Moscow and St. Petersburg is 160 thousand rubles, the minimum is 80 thousand, the maximum is 500 thousand rubles.

George Sukhadolsky

Such data were presented at an open meeting, which was held in the public-talk format, where representatives of contract and personnel services, electronic platforms, students. The participants of the meeting discussed the profession of a contract specialist, its risks and benefits; what qualities a tender specialist should possess in order to become successful; perspectives of the profession: how digitalization will change the work of contract services; is it possible to make a career in the procurement market; how to become a pro and does age matter; what is the demand for tender personnel: deficit or surplus; how to be always aware of the requirements of changing legislation and much more.

Elmira Sultanova

Georgy Sukhadolsky, CEO NP "Association of professional specialists in the field of state, municipal and corporate procurement", procurement expert Expert Council under the Government of the Russian Federation believes that the purchaser is one of the key and promising professions in the public procurement market: “Many today are alarmed
and the upcoming digitalization, and the current situation associated with a large number of changes in legislation. At the same time, one should not forget that no matter what regulation the state introduces, it is all the same for people to fulfill it, because in the end they make a decision. Buyers are people who must be self-motivated to develop and improve themselves, their environment
and their results.

Valery Sergienko

According to Elmira Sultanova, head of the contract service of the Department of capital repairs of the city, she believes that there is no shortage of contract managers. But there is a shortage of specialist buyers on the market: “Purchasing is a team work. Success depends on how competently the processes are built, including those related to digitalization. Therefore, you should not be afraid of her - software product must be handled by a specialist who owns it,

Irina Gladilina

constantly expanding their knowledge. And there are very few of them in Moscow today.”

Valeriy Sergiyenko, Deputy Head of the Procurement Department of the State Institution of Ukraine, Directorate of the DOGM Valery Sergienko identified the main quality that is needed in the procurement market - this is stress resistance. “When there is a wave of very important purchases, and it goes on all the time, it is necessary that people understand why they are doing this and what result they should get in the end. Another quality follows from this - purposefulness: people must understand the purpose of the purchase they are making. Moreover, this goal is not the publication of a notice, as many novice contract managers mistakenly think, but the high-quality execution of the concluded contract,” said Valery Sergienko.

Professor of the Department of Management of State and Municipal Procurement of the Moscow City University of Management of the Government of Moscow also confirmed that for effective organization purchasing service is one of the main ones. Therefore, it is important that contract service specialists be professionals with huge amount qualities and skills capable of taking responsibility. But apart from managerial competencies and knowledge of the law, a contract manager is, first of all, a person who knows how to coordinate procurement activities and constantly develop.

Svetlana Appba

“The position of “contact manager” is still not available for all customers.
Contract managers and heads of contract services most often occupy other positions - a lawyer, an economist, and so on, ”says the head of the methodological department of the National electronic platform Svetlana Appba. “Often we are faced with the fact that
This unit is not in the staffing table. Responsibilities are shared - someone does the planning, the accounting department pays, it all comes together piece by piece. A contract manager is a lawyer or deputy director. It is often difficult to prove to management that a purchasing department is needed in accordance with professional standards. It took me three years to create such a department, and I consider this my achievement.

I was a contract manager, then the head of the contact service and independently created the purchasing department. At first I was a branch worker, then legal education and economic courses.
We, the buyers, must be a storehouse of all knowledge - industry, legal and economic, in order to carry out quality purchases without violations.

Irina Belousova

The profession of a contract manager, according to Irina Belousova, head of the contract service, school No. 1248, is at the intersection of several sciences - economics, law and accounting. Law plays a big role, because, most often, tender specialists have to deal with contracts. Here you need to be aware of your capabilities within the legal framework.
Despite the fact that the profession is quite young, the requirements for it are increasing. To work in this area, you need to be an inquisitive, attentive employee with a broad outlook. A person must quickly get involved in the work, know what is at stake, and where to get this or that information.

“The procurement sector is constantly evolving, more and more people from the executor are involved, who attract public procurement specialists, because they themselves cannot cope. At first, almost all tender specialists were just beginning to study this area, and now they are trying to reach a higher professional level,” Irina Belousova believes.

Natalia Braslavskaya

Natalya Braslavskaya, head of the recruitment group at the Recruiting Academy of Ilgiz Valinurov, suggested that the secret of the contract manager profession lies in the personal qualities of the employee. In particular, in his proactivity. If a person himself turns out to be the initiator of learning, development, establishing new contacts, this is very valuable. Here
It does not matter if it is a commercial or government organization: the employer sees the potential in the employee, spends his resources on improving his skills, and, subsequently, the employee brings him a good profit. “Most often, at the interview, people declare their full readiness to do something. But the phrases "I'm ready to do it"
and "I can't help it" are two completely different stories. If a person is proactive and tries to complete all the assigned tasks, knows how to negotiate, the employer is very lucky,” Natalya Braslavskaya shared her experience.

Victoria Yashina

According to Victoria Yashina, HR Director of United Electronic trading floor", in modern conditions the profession of a contract manager is extremely in demand
and unique. About 3,000 vacancies are open in state organizations of the country, working according to 44-FZ and 223-FZ. Currently, approximately 8,000 professionals are looking for work in this area. On average, 2.5 people apply for one place.

“This situation arises due to the lack of quality specialists. The demand for professionals in this field is growing. Both government and commercial organizations
looking for employees who are ready to work for the business and constantly improve their skills.
The time of digitalization requires tender specialists new knowledge and computer literacy. At the same time, an employee of the contract system must be able to adapt to the environment, the market situation, since the world is rapidly changing, and at the same time, legislation is becoming more complicated. If all these qualities are inherent in a specialist, he definitely will not be left without work, ”said

Sergei Svetochenko

Victoria Yashin.

“The profession of a contract manager has more than 10 different names - director
Purchasing Manager, Tender Manager, Purchasing Manager….
About 2.7 thousand resumes were posted for the position of purchasing manager,
and there are about 600 vacancies. The personnel market in Moscow is one of the most competitive - 4-5 people per place, ”Sergey Svetochenko, head of the Superjob press service, shared his research,” ”The average salary of the head of the contract service in Moscow
and St. Petersburg, taking into account both commercial and non-profit organizations, is 160 thousand rubles, the minimum is 80 thousand, the maximum is 500 thousand rubles.