Order to change the teacher's watch. How to make a replacement for sick leave Who has the right to replace a teacher

Sick leave is the legal right of any employee. Enterprises often face the problem that the illness of some important link in the company leads to discord in the work of the entire organization.

In cases where workplace an employee cannot be empty, he is replaced - his work functions are transferred to another employee. So there is a substitution for the time of the sick leave.

Dear readers! The article talks about typical ways to solve legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and 7 days a week.

It's fast and IS FREE!

It is important not only to find a replacement for a sick employee, but also to properly document the issue. After all personnel documents should fully reflect such a process and regulate all relationships that arise in the course of work.

Labor law norms

The Labor Code of the Russian Federation in Article 60 says that the transfer of duties from one employee to another has the following nuances:

Ability to work in a variety of professional areas. The substitute must have the same skills as the employee on sick leave.
The place of work of both employees must be the same organization.
It is impossible to carry out such an operation in the case of an unoccupied workplace.
This process must be paid. The amount of payment will depend on what was the agreement between the employee and the boss - this is stated in article 151 of the Labor Code of the Russian Federation.
When concluding such a transaction, it is necessary to document and obtain the signature of the employee, which will indicate his consent to the work.
All duties and period of work should be indicated in a special one.
You can stop substitution before the deadline set in the agreement. This opportunity Can be used by both employer and employee. In this case, three days before the termination of the transaction, the other party should be warned in writing.

What an employer can do

For the employer, there are two options for getting out of the situation with an absent employee - this is replacement and combination. Sick leave replacement is the possibility of transferring an employee to another position on a temporary basis.

Features of this process are that:

the employee takes on all the responsibilities at the new place of work;
there is a release from previous duties and functions;
calculation wages occurs at the rate established for the new place of work.

It is worth noting that such a transfer of an employee to another position should be agreed in advance. After all, the employee is not obliged to do this and the employer cannot apply any sanctions against the employee who has refused.

The legislation provides for a maximum period for which a substitution scheme can be applied. It is equal to a year.

To the main employment contract, the contract should be drawn up. With it, the replacement will be correctly framed. If the replacement period is long, then you can make changes to the employment contract. However, no entries are made in the work book.

If you use part-time, then the employee will have additional responsibilities and do not get rid of the main ones. According to the legislation of the Russian Federation, an employee can spend no more than 4 hours a day at an additional place of work. For part-time work, the employee must be credited with additional money to the main salary.

Documentation of substitution for sick leave

When replacing an employee, several documents should be drawn up and signed:

After obtaining the consent of the employee to transfer to another position, form T-5 should be drawn up. It is filled in by the personnel of the company.

The form itself contains data on the procedure for transferring an employee:

previous position, place of work;
data on the new field of work and the functions of the employee at this place;
what is the salary for the new position will be accrued;
on what grounds the employee was transferred.

Issuing orders and memos

Russian legislation allows each employer to develop their own version of the order, which will include all the items necessary for the company. There are also two unified forms this document. This is a sample of T-5 and T-5a. They were approved by the Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.

There are situations when substitution occurs, but it is not necessary to issue an order. So, the case when the head fell ill, and his duties were transferred to the deputy, does not need documentation. This operation does not require additional paperwork, since the position of deputy provides for partial or full performance of the functions of the head.

Combination of positions

In a situation where employees do not agree to go to fill the position of their colleague, there is a different scheme for resolving the absence of an employee. Compatibility needs to be addressed.

Here you can use your own resources - workers whose specialty allows you to combine their functions and the absent employee. There is an option to look for a part-time job outside the organization.

An example is a teacher. Combination is allowed both by colleagues from one institution and from other educational organizations.

It is worth noting that part-time work is not the main place of work, but is performed in free time. You should also agree in advance on the amount of wages for such an employee, since it will differ from that received at the main place.

Part-time work also needs to be documented. A memo and an order are filled out. These papers contain information about the start date of work and the amount of remuneration.

Among all the characteristics, the combination also does not allow entering data on the completion of work in the work book.

Working hours

Substitution and combination have different positions regarding the working hours for the employee. This is primarily due to the fact that in the first case, the employee is completely relieved of his previous duties and is occupied only with a new position, but the part-time worker works in another production.

The replacement is characterized by a typical eight-hour working day. According to part 1 of article 60.2 of the Labor Code of the Russian Federation, the employee performs his duties in accordance with the duration of his shift prescribed in the agreement. It is worth noting here that the specifics of the work may allow you to reduce the amount of working time - it all depends on the organization.

During the combination, the working day is also established by agreement. But since the employee, in addition to this work, also performs the main functions, he can work part-time no more than four hours a day.

Surcharge

The Labor Code says that when combining positions, an employee must receive an additional payment to the main salary. The amount of the additional payment depends on what amounts were indicated in the order for part-time employment. In fact, this figure is calculated based on the amount of work that the part-time worker performs.

As for the deputy, he is entitled to the salary that is accrued in accordance with the position. If the salary rate at the occupied place is higher, then the employee's salary will increase, if it is less, then it will decrease.

Features for the director and other managers

Here, the features relate to different forms of doing business. In case of joint-stock companies the head can be replaced only on the basis of the decision of the board of directors of the joint-stock company.

To begin with, a decision is made to suspend the powers of one leader and a new temporary executor of his duties is appointed.

According to Law No. 208-FZ, the board of directors of a JSC cannot suspend the powers of the head, so the company must establish these functions in its own charter.

If the board of directors was not endowed with such powers, then according to the Labor Code of the Russian Federation, part 4 of article 73, the directors can be removed from work in connection with his written request. Also, the document should contain the conditions for such a procedure.

When appointing another employee to a similar position, you should conclude an agreement with him. However, it is worth considering that the title of the position will be changed to “acting director”.

With LLC, the situation is different. So, according to the Federal Law of February 8, 1998 No. 14-FZ “On companies with limited liability”, for an LLC, the creation of a board of directors is envisaged. However, for such an organization at the legislative level, there are no officials who could “perform duties”.

An LLC is characterized by either the formation of a new composition of the board, or the transfer of powers in full on the basis of a power of attorney.

It is worth noting that a frequent violation is the maintenance of documentation by the deputy head of the LLC. So, the law does not provide for slashes in papers. When signing agreements, the official must put down his full name, position title and signature.

There are a number of factors to consider when choosing an assistant manager:

organizational and legal form of the enterprise;
reasons for the absence of a leader;
conditions under which the transfer of powers is carried out.

In the process of replacing an employee, unforeseen difficulties may arise. It is especially difficult to deal with documentation that concerns the heads of various institutions. Therefore, you should initially draw up all the papers correctly so as not to get problems with the legality of the procedure.

Attention!

Due to frequent changes in legislation, information sometimes becomes outdated faster than we can update it on the site.
All cases are very individual and depend on many factors. Basic information does not guarantee the solution of your specific problems.

The duty of the director is to do everything possible to fill the personnel deficit, but he cannot “work for the result” - he is limited labor rights other workers. You just need to make sure that the leadership of the school has exhausted its capabilities. If not, it's his fault. I agree. Although, one gets the impression that the management simply does not care. You should not draw conclusions on a single case, two in less than six months, it already looks like a system. That is why now, the freed hours due to the lack of Russian and literature cannot be given to mathematics? Or in the evening, after class. By the way, I would be glad if the management offers any of these options. Basically, we need to talk.

Replacing a sick teacher

You consider this a needless concern, and I consider it a manifestation of care and attention.

Quote (Harmful8308) Believe that we teachers are also worried about the missing lessons and knowledge of our students, so we “crawl” to work with a high temperature, and with pain, etc.
Sick leave for us is a situation when there is no more strength at all.

Exactly. Therefore, I consider it my duty to call. Quote (Harmful8308) And your problem is solved in an elementary way: take textbooks and notebooks in mathematics and Russian at home with your child, read the material together, analyze examples, tasks, exercises.

You have the 6th grade, not the university. Good luck! This is amazing. Quit work, rent kids ...

How to apply for a temporary replacement of a teacher?

Teachers, doctors, transport workers, etc.

Question Tell me, is it necessary, in the absence of a teacher due to illness, to issue an order to replace his discipline with another teacher? Answer Answer to the question: Registration of the performance of the duties of a temporarily absent employee is the right, not the obligation of the employer.

In practice, it is often used to make changes to the schedule of training sessions and reschedule classes (in whole or in part) so that the teacher himself conducts them after the end of temporary disability.

However, this is possible only with the written consent of the employee, because.

The legislation does not provide for such a method, but does not prohibit it either. It is advisable to establish such a procedure by a local act of the organization.
At the same time, the norms of the local act should not worsen the position of employees in comparison with the established legislation (art.
8 of the Labor Code of the Russian Federation).

Sick leave substitution

Info

The provisions of the Labor Code provide for the design to choose from:

Substitution.
Combining work with another employee.

When the manager stops at the first option, this means that the replacement employee does the work of the colleague in full and receives the corresponding payment.

Read also the article: → “Rules for issuing the annual basic paid leave” The following can replace a sick employee:
other officials the same enterprise.

At the same time, they continue to carry out their main work;
colleagues who were temporarily transferred to the workplace of the sick person;

additional recruits.

With them, the head concludes a fixed-term employment agreement.

Important! A colleague is not obliged to replace the sick person.
If he does not agree to the performance of such functions, this does not bear any consequences.

Sick leave replacement: sample application

Attention

When compiling it, the personnel officer trusts the business practice that is accepted in the company.

Read also the article: → “The procedure for replacing an employee during vacation” To prepare an order, you can use the standard form.

Sample order for the transfer of an employee to another job.

Features of substitution for the period of sick leave for pregnancy and childbirth Hospital for pregnancy and childbirth in most cases assumes that an employee after the birth of a baby for several months, or even years, will not return to her place of work.

Therefore, a new employee is indispensable.

Replacing an employee during sick leave

Temporary transfer to another job By agreement of the parties, concluded in writing, an employee may be temporarily transferred to another job with the same employer for a period of up to one year, and in the case when such a transfer is carried out to replace a temporarily absent employee who, in accordance with the law, retains his job, until this employee returns to work .

If at the end of the transfer period the previous job is not provided to the employee, but he did not demand its provision and continues to work, then the condition of the agreement on the temporary nature of the transfer becomes invalid and the transfer is considered permanent.

The address was entered incorrectly, or this page no longer exists on the site

The Labor Code of the Russian Federation provides that for the performance of the duties of a temporarily absent employee without exemption from the main job, the employee is entitled to an additional payment in the amount determined "by agreement of the parties" of the employment contract.

And the teacher can easily disagree with the current rates for paying for replaced lessons.

However, it can be said that there is a gap in the legislation.

The provisions of Articles 25, 26, 54, 55 and 87 of the Labor Code of the Russian Federation turn out to be inactive in relation to teachers. The Ministry of Education believes that the replacement of absentees is an operational necessity (Article 26 of the Labor Code of the Russian Federation), and therefore the teacher is obliged to unquestioningly replace his colleague.

But after all, a transfer is both a release from the main job and a transfer to another position while maintaining average salary if its size suddenly turns out to be smaller than in the previous position.

Regulations on the replacement of a teacher

Post has been editedYasnasuper — Wednesday, 02/27/2013, 12:53 PM Date: Wednesday, 02/27/2013, 03:18 PM | Message #5 Irina_Evgenievna Honorary forum member Group: Experts Messages: 2250 Status: None Quote (Yasnasuper) today the children went to the third lesson, and after the third they were released because of the teacher's event. again through lessons.

It's just scary. It's sixth grade, after all. I am glad that you are so serious about the fulfillment by the educational institution of its direct duties - the provision of quality services to students.

As a rule, the opposite is true: both the children are glad that the teacher is on sick leave, and the parents ... Of course, your case is the director's fault and no one else. Even if the school does not have its own teacher to replace (for example, there is only one specialist, or both are on sick leave), the director is obliged to find a part-time teacher in another school.

Date: Wednesday, 02/27/2013, 11:22 am | Post #3 asana Frequent Group: Checked Posts: 79 Status: None Our administration put the question this way: no one will ask if a teacher who is sick wants to replace his lessons or not, whether another teacher wants to replace lessons or not: is there a second one at school a teacher in this subject, then, will replace.

Option (if there is no other teacher in the subject) - interchange.

The head is given in order to think, and not just for decoration. Date: Wednesday, 02/27/2013, 12:35 pm | Post #4 Yasnasuper Beginner Group: Users Posts: 4 Status: None Quote (helenochka) Do teachers get sick? We have a replacement - by order of the director. And if there is such an opportunity. Everyone has a shared load. If his own workload is small, then the teacher can take the class of the sick teacher. And if there is already a large load, then this is problematic.

How to apply for a replacement teacher due to illness

The transfer of an employee without his consent for a period of up to one month to work not stipulated by an employment contract with the same employer is also allowed in cases of downtime (temporary suspension of work for reasons of an economic, technological, technical or organizational nature), the need to prevent the destruction or damage to property, or replacement temporarily absent employee, if downtime or the need to prevent the destruction or damage of property or to replace a temporarily absent employee is caused by the emergency circumstances specified in part two of this article.

At the same time, transfer to work requiring lower qualifications is allowed only with the written consent of the employee.

How to make a substitute teacher due to illness

Important! No entries are made in the work book for any of these two types of personnel decisions.

An example of calculating the payment for a replacement employee Example.

The replacement is entrusted to one of the accounting staff.

In his official duties there is no clause stating that he performs the functions of the chief accountant during his absence. Therefore, when drawing up an additional agreement, the head appointed the accountant to be paid in the form of a difference in salaries. Initial data: Position Salary (salary), rub.

Chief accountant 50,000.00 Accountant 38,000.00 Additional payment amount 50,000 - 38,000 = 12,000 rubles.

The head has the right to establish an additional payment in% of the salary for each day of replacement.

For example, if such a percentage is 2%, then the amount of the surcharge will be: 38,000 0.02 22 = 16,720 rubles.
Even if the school does not have its own teacher to replace (for example, there is only one specialist, or both are on sick leave), the director is obliged to find a part-time teacher in another school.

If the subject is not difficult, or difficult, but the class is not graduation, representatives of the school administration can quite cope with the replacement, which they successfully do in our school.

They also have a smaller workload than other teachers. I would very much like all my children to study in schools where they treat both children and work in this way. Quote (iyugov) but how can a person be blamed for those things that he does not control? Even if there is a catastrophic need for personnel, the director has no right to force anyone to go for replacements, especially from other schools. Everyone has the right to refuse, and the director should not be held responsible for the rights of other people.

As practice shows, teachers often have to replace their temporarily absent colleagues. At the same time, many questions arise, especially with respect to wages for replacement.

The All-Russian Trade Union of Education has prepared Clarifications on the procedure for replacing temporarily absent workers, as well as the terms of remuneration for persons providing their temporary replacement (hereinafter referred to as the Clarifications) in relation to the procedure and conditions established by Articles 60.2 and 151 of the Labor Code of the Russian Federation and the provisions of the order of the Ministry of Education and Science of Russia dated December 22, 2014 city No. 1601. In the Explanations, a separate section is devoted to the peculiarities of replacing temporarily absent teachers.
What is the replacement of temporarily absent teachers
The replacement of temporarily absent teachers is the performance by teachers, along with their main work, determined by the employment contract, with their written consent (by agreement of the parties, concluded in writing) of the educational (teaching) work of teachers temporarily absent due to illness, receiving additional vocational education and for other reasons.
The procedure for substitution and conditions of remuneration for labor upon substitution
The Clarifications describe the procedure for replacing temporarily absent teachers, as well as the conditions for remuneration of persons providing their temporary replacement, in the following cases.
1.Replacement of an absent teacher by a teacher of the same specialty in the same subject
The clarifications say that with a replacement duration of less than 2 months, payment is made on an hourly basis, the amount of which is determined from taking into account the qualifications of the replacement worker.
If the replacement lasts continuously for more than 2 months, then from the day it starts, the weekly volume is specified study load, is supplementary agreement to the employment contract, which indicates that the additional amount of teaching load for the substitute teacher is set for the period of replacement. The teacher's monthly salary is recalculated taking into account the increased volume of teaching load.
If it is known in advance that the replacement of a teacher will be carried out for more than two months, for example, for the period the teacher is on parental leave until he reaches the age of 3 years, it is advisable to draw up an additional agreement to the employment contract on increasing the amount of teaching load for the replacement period from the first day of replacement without the use of hourly pay, i.e. to make remuneration from the wage rate established for the substitute teacher in proportion to the volume of the teaching load, determined taking into account the hours of replacement.
2. Replacement of a temporarily absent teacher with another teacher of the same subject hired for the period of performance of the duties of a temporarily absent employee
For the period of replacement of a temporarily absent teacher another teacher can be accepted the same subject. In this case, a fixed-term employment contract must be concluded with him for the period of performance of the duties of a temporarily absent employee.
3. Replacing an absent teacher with a teacher teaching another subject
Lessons of temporarily absent teachers, as a rule, should be replaced teachers of the same specialty. AT exceptional cases When a teacher cannot be temporarily replaced by a teacher of the same subject, there may be a replacement of an absent teacher by a teacher teaching a different subject.
In this case, a teacher teaching another subject passes with students curriculum a little ahead in his subject, and when the absent teacher goes to work, he gives him these hours so that the absent teacher can make up for the missed training sessions.
The Explanations note that, according to established practice, it is advisable to pay the wages of these teachers in such a substitution as follows:
—substitute teacher absent teacher during the period of replacement additional does not receive payment;
- when the absent teacher returns, the substitute teacher hands him his watch, while behind him salaries are kept, set during billing;
— absent teacher, who, upon his return, will conduct studies according to his own schedule and according to the schedule of the teacher who replaced him during his absence, apart from wages, established during the tariffication, should be made from the established size of the wage rate hourly pay for class hours data in excess of the actual volume their study load, set during billing.
4. Replacing a temporarily absent teacher with another employee who can teach in the relevant subject, for example, a psychologist teacher, social teacher, librarian teacher, methodologist, etc.
It is noted that in this case, according to subparagraph "g" of paragraph 2 of the resolution of the Ministry of Labor of Russia dated June 30, 2003 No. 41, part-time work is not considered and does not require the conclusion of a separate employment contract.
Substitution is issued additional agreement to the employment contract concluded for the main position, which indicates the period during which the educational (teaching) work will be performed, its content, the volume of the teaching load and the amount of payment.
Clarified that the replacement of temporarily absent teachers from the same employer (especially for a long time) can be carried out by temporary transfer, for example, a teacher-psychologist, social pedagogue, teacher-librarian or other employee, with his consent, to the position of a teacher for the period until the absent employee returns to work. If with a temporarily absent teacher labor Relations are terminated for any reason, and the replacement employee is not provided with the previous job, and he does not insist on its provision, continuing to work as a teacher, the condition of the agreement on the temporary nature of the transfer becomes invalid and the transfer considered permanent, i.e. the employment contract is considered concluded for an indefinite period.
On the hourly wages of teachers
The Clarifications note that hourly wages for teachers are applied:
- for hours performed in order to replace teachers absent due to illness or other reasons for no more than 2 months;
- per hour pedagogical work, performed by teachers when working with correspondence students and children who are on long-term treatment in a hospital, in excess of the amount established by them during billing;
- when paying for pedagogical work of specialists of organizations involved in pedagogical work in educational institutions;
- when paying for hours of pedagogical (teaching) work in the amount of 300 hours per year in another general educational organization(in one or more) in excess of the study load, performed part-time on the basis of billing.
Clarified that hourly pay is made in proportion to the actual volume of the teaching load. Wherein pay per hour educational (teaching) work is determined by dividing the monthly rate wages , provided for the established norm of hours of pedagogical work per week for the position being filled, taking into account replacement worker qualifications, on the average monthly working hours for the position being replaced.
The average monthly number of working hours is determined by multiplication norms of hours of pedagogical work per week, established for the wage rate of a pedagogical worker, the number of working days in a year five day work week and division the result by 5(number of working days in a week) and then at 12(number of months in a year).
Substitution Accounting
In schools, the records of lesson substitutions are kept in Journal of missed and replaced lessons responsible for substitutions, as a rule, the deputy head. The basis for entries in the journal is the data recorded in orders issued by the school, sick leave, relevant entries in class journals and other documents. The teacher who taught the replacement lesson without fail must put his signature in this Journal.
Teachers replacing an absent teacher make appropriate entries in the class journal.

Question-answer on the topic

Hello, Can you please tell me how the order to replace the clock should look like teaching staff. For example, a teacher of labor education is in advanced training courses for 2 weeks, and his hours are replaced by other teachers.

Temporary performance of duties of an absent employee, including a teacher, can be issued in several ways.

Method 1. Temporary transfer to another job.

By written agreement of the parties, an employee can be temporarily transferred to any other job. Maximum duration such a transfer is one year. In cases where an employee replaces another employee who is temporarily absent, the transfer may take longer until the other employee returns to work. If an employee is transferred to the position of an absent employee, then pay for his work according to the work performed. The employee is completely released from his main job.

In this case, wages at the main place of work are not paid. As a rule, during a temporary transfer, remuneration is made according to the position actually being filled. See below for how to make a temporary transfer.

Method 2. Temporary replacement.

The temporary substitution regime assumes normal working hours. That is, the employee performs additional work along with the main work during the working day (shift) established for him. In case of temporary replacement of a position, in addition to his earnings, an employee is entitled to an additional payment, the amount of which is established by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work. See below for how to apply for a temporary replacement.

Replacement of lessons, schedule, orders, documents

How to record lesson replacements in EJC

1. The replacement is entered only by the teacher who missed the lesson (regardless of what subject the lesson was replaced with), in accordance with the lesson replacement log (the log is in the office of the deputy director, as well as on this page below - during the week),
2. In the topic column - write the topic of the lessons, in the d / z column write “Replacement Ivanov I.A.” (Full name of the teacher who replaced the absent teacher)

March 14 in the journals of 11 classes we write “Training exam in mathematics. Order No. 112-O of 03/06/2018 "

Dear colleagues! In the journals of each class, for each subject, a control measure at the intermediate certification must be entered. The entry should be, for example, “Final credit work at the intermediate certification” or “ creative work: intermediate certification”, etc. For this work, each student should have marks, and not lower than satisfactory. If the student received “2” at the intermediate certification, he has the right to retake this work 2 more times (Article 58 of the Law on Education in the Russian Federation)

Dear colleagues! Significant changes have been made to the local acts Regulations on the grading system, forms, frequency and procedure for monitoring progress and intermediate certification of students and the Regulations for maintaining an electronic class journal and an electronic student diary. It is necessary to be guided in their activities by new local acts. The acts are located on the official website of the school in the documents section. WE RECOMMEND TO PRINT THESE ACTS AND PLACE IN THE EDUCATIONAL ROOM IN A PLACE CONVENIENT FOR USE

Preview:

Gold medal contenders

Kolesnikov Gleb

Makarenkova Maria

Voloh Semyon

Mazheiko Anastasia

Chepurnov Roman

Tarasova Daria

Mikhaleva Elena

Orlova Elisveta

Khachatryan Silva

Sokolova Polina

Kondratieva Anastasia

Dryagalova Olesya

Kranina Anastasia

Polovinkina Marina

Preview:

NIZHNY NOVGOROD CITY ADMINISTRATION

Municipal budgetary educational institution

"School No. 91 with in-depth study of individual subjects"

about the performance evaluation system

Municipal budgetary educational institution

"School No. 91 with in-depth study of individual subjects"

1. GENERAL PROVISIONS

The regulation on the system for evaluating the effectiveness of the activities of pedagogical workers of the Municipal Budgetary General Educational Institution "School No. 91 with in-depth study of individual subjects" (hereinafter referred to as the Institution) is introduced in order to objectively assess the effectiveness of the activities of pedagogical workers, motivate teachers for high-quality professional activities, ensure openness, transparency of material and moral stimulation.
The regulation was developed in accordance with federal law from 29.12.2012 No. 273-FZ "On education in Russian Federation» Labor Code of the Russian Federation, Regulations on the remuneration of employees of MBOU "School No. 91", Regulations on bonuses and other payments to employees of MBOU "School No. 91".
The results of evaluating the effectiveness of the activities of teaching staff can serve as the basis for compiling reports, incl. on self-examination, various ratings, nominations for awards, bonuses for teachers.

ASSESSMENT OF THE EFFICIENCY OF THE ACTIVITIES OF PEDAGOGICAL WORKERS

Evaluation of the effectiveness of the activities of teaching staff of the Institution is carried out on the basis of personal labor contribution, taking into account the results of work, analysis of teacher self-assessment maps. A teacher's self-assessment map is a document containing the results of a self-assessment of one's own professional activity per certain period in accordance with the indicators and criteria for the effectiveness of the activities of teaching staff (Appendix 1). By order of the director, the deadlines for submitting self-assessment cards by teachers are annually approved.
To assess the effectiveness of the activities of teaching staff in the Establishment, a commission is created to analyze the activities of teachers (hereinafter referred to as the Commission). The order of the director approves the composition of the Commission: chairman - chairman of the primary trade union organization of the Institution; members of the Commission - deputy directors, teachers, elected pedagogical council, in an amount equal to the number of deputy directors, the terms of its work.
Powers of the Commission:

– analysis of self-assessment maps of teachers in accordance with the indicators and criteria for evaluating the effectiveness of the activities of pedagogical workers,

— assessment of the activities of teachers based on the results of the reporting period,

- presentation of the results of the work in the form of a generalized table,

– familiarization of teachers with the results of the assessment of their professional activities,

– making decisions on written requests from teachers based on the results of an assessment of their professional activities

Order of the Commission

The commission analyzes the activities of teachers for reporting period, analysis of self-assessment cards, documents confirming success (copies of certificates, diplomas, protocols, etc., screenshots, website addresses, etc.), as well as comments on the teacher’s activities (reports, complaints, etc.)
The Commission puts down points in the table "Efficiency of the activity of pedagogical workers of MBOU "School No. 91" for the reporting period" (hereinafter the table) to each teacher for each criterion for evaluating the effectiveness of the activities of pedagogical workers, the total scores of each teacher, lowering the scores if there are comments (Appendix 2) and total points of all teachers
The commission acquaints teachers with the points
The Commission considers the written appeals of pedagogical workers based on the results of the assessment of their professional activities in case of disagreement with the scores and makes decisions on each appeal
The table is signed by each member of the commission and submitted to the Director of the Institution for making management decisions

USING THE PERFORMANCE EVALUATION OF PEDAGOGICAL WORKERS IN THE ACTIVITIES OF THE INSTITUTION

Information on the effectiveness of the activities of pedagogical workers, presented by the Commission in the form of a table, is used in the Institution for compiling reports, incl. on self-examination, public report, reports on the effectiveness of methodological work, educational activities, informatization, etc.; compiling various ratings, etc.
When distributed Money to reward teachers, the director submits a table to the chief accountant to calculate the amount of bonuses for each teacher in monetary terms (calculated by the formula: the size of the bonus fund is divided by the final total number of points and multiplied by the number of points of the teacher), issues an order on bonuses based on the results of the period.
Information on the effectiveness of the activities of pedagogical workers is used by the pedagogical council when nominating teachers for the award of diplomas, thank you letters, departmental awards; nominating teachers for participation in professional competitions.
Information about the effectiveness of the activities of teaching staff is used in planning the activities of the Institution.

FINAL PROVISIONS

The term of office of the Commission is one year.
Self-assessment cards and the table are kept in the files of the Institution for 3 years.
The applications to the self-assessment map used during the work of the Commission are returned to the teacher.

at a meeting of the pedagogical council

SELF-ASSESSMENT CARD OF THE TEACHER'S ACTIVITY for the period ____________

Professional results pedagogical activity, extracurricular activities

Sick leave substitution

If an employee falls ill, and his work does not tolerate downtime, then it makes sense for the employer to involve another employee in this work. Then it can be issued (Articles 60.2, 72.2 of the Labor Code of the Russian Federation):

Either substitution ( temporary transfer);

Replacing a sick employee

In this case, the employee replacing the patient temporarily forgets about his job responsibilities and performs exclusively the work of a sick colleague. The salary of the "deputy" is paid in accordance with the work performed.

It is important to know that you cannot force an employee to work for someone if he does not want to. Those. substitution is made only with the consent of the employee. For this, an additional agreement to the employment contract is concluded.

No entries in work book are not included.

Order on replacement for sick leave: sample

You have the right to develop your own form of a substitution order, but you can use the already existing unified forms: T-5 or T-5a (approved by Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 N 1).

Sample Fill unified form T-5 when replacing for sick leave, you can see here.

When you do not need to issue a substitution order

This does not need to be done if employment contract of an employee, it is expressly stated that during the absence of another employee (for example, due to illness), he replaces him. For example, if the head has a deputy, then in the event of illness of the first, an order to assign the duties of a head to his deputy is not issued.

Choosing instead of replacing the combination

The combination assumes that the employee, in addition to his work during the working day, also performs the duties of an employee who is on sick leave. For the combination, the employee is paid an additional amount to his basic salary, the amount of which is determined on the basis of an agreement between the employee and the employer.

Just as with replacement, an additional agreement is concluded with the employee to the employment contract, and nothing is noted in the work book.

Order on combination for sick leave: sample

A combination order might look like this:

Lawyer replies: load reduction

Question: “Last year, in addition to mathematics, I taught 8 hours of computer science at school, another teacher in our school with a specialized education taught computer science for 24 hours. Since September, the school principal has given my 8 hours and 10 hours as a computer science teacher to the head teacher, who does not have a profile education in computer science. The computer science teacher is offered to get to the rate (18 hours) 4 hours through the conduct of elective courses, the topics of which she herself cannot determine.

- reducing my workload from the new academic year, if the number of classes where computer science is taught has not changed, and the programs have not changed?

- transfer of teaching computer science to a teacher with a different specialized education, if the school has a teacher of computer science?

- replacement of hours for a teacher of computer science in the main subject for hours of elective courses?

Is it possible to introduce such changes in the middle of the academic year?

Lawyer's answer

1. Is it legal to reduce the load from the new academic year, if the number of classes where computer science is taught has not changed, and the programs have not changed?

This issue is regulated by the Order of the Ministry of Education and Science of Russia dated December 22, 2014 N 1601 “On the duration of working hours (norms of hours of pedagogical work for the wage rate) of pedagogical workers and on the procedure for determining the teaching load of pedagogical workers, stipulated in the employment contract.” Clause 1.5 of the Order clearly and unambiguously establishes:

“The volume of the teaching load of teaching staff (with the exception of teaching staff replacing the positions of the teaching staff), established in the current academic year (training period, sports season), cannot be changed at the initiative of the employer for the next academic year (training period, sports season ) with the exception of cases of a change in the teaching load of teaching staff specified in clause 2.8 of Appendix No. 1 to this order, in the direction of its reduction, associated with a decrease in the number of hours according to curricula, study schedules, a reduction in the number of students, students, groups, a reduction in the number of classes ( classes-sets).

Any change in load that does not fall under the exceptions is possible only by mutual agreement of the parties. Thus, a unilateral reduction in the study load by the employer is unacceptable.

2. Is it legal to transfer the teaching of computer science to a teacher with a different specialized education, if the school has a teacher of computer science?

In relation to teachers and the CEN, and the professional standard of the "Teacher" established qualification requirements. In general terms, they sound approximately the same:

“Higher vocational education or secondary vocational education in the field of study “Education and Pedagogy” or in the field corresponding to the subject taught, without presenting requirements for work experience, or higher vocational education or secondary vocational education and additional vocational education in the field of activity in educational institution without presenting requirements for work experience ”- EKS.

“Higher vocational education or secondary vocational education in the areas of training “Education and Pedagogy” or in the field corresponding to the subject taught (with subsequent professional retraining on the profile of pedagogical activity), or higher vocational education or secondary vocational education and additional vocational education in the direction of activity in an educational organization ”- Profstandart.

Thus, the most important requirement is the presence of specialized education in the field corresponding to the subject being taught. There are disputes as to what is profile education, but it should at least be in the same group of areas with the subjects taught in the List of areas of training (specialties) of higher professional education (for example, mathematics and computer science are in the same group of physical -mathematical sciences, most lawyers agree that on the basis of this, mathematicians can teach computer science and vice versa).

3. Is it legal for a computer science teacher to replace hours in the main subject with hours of elective courses?

Let us turn to the already mentioned Order of the Ministry of Education and Science of Russia dated December 22, 2014 N 1601. Clause 2.1 says the following:

“The teaching load of teachers and teachers is determined taking into account the number of hours according to the curricula, work programs of educational subjects, educational programs, staffing organizations that carry out educational activities.

Since elective courses are not academic subjects, such a replacement is illegal.

But if there are not enough hours before the rate in the institution (that is, they really do not exist), then the director can offer the teacher to get to the rate elective courses, mugs, prolongka and other.

4. Is it possible to introduce such changes in the middle of the academic year?

The reasons why the workload can be changed during the school year and before the start of a new one are the same. Let us turn to clause 1.5 of the Order of the Ministry of Education and Science of Russia dated December 22, 2014 N 1601:

“The volume of the teaching load of teaching staff (with the exception of teaching staff replacing the positions of the teaching staff), established at the beginning of the academic year (training period, sports season), cannot be changed in the current academic year (training period, sports season) on the initiative employer, with the exception of a change in the volume of the teaching load of teaching staff specified in subparagraph 2.8.1 of Appendix No. 1 to this order, towards its reduction, associated with a decrease in the number of hours according to curricula, study schedules, a reduction in the number of students, students, groups, a reduction in the number classes (class-sets).

At the same time, it should be borne in mind that even if in the middle of the year the number of teaching hours was reduced below the rate (18 hours), wages at least for the rate remain.

Varlamov Yury, lawyer of MPRO "Teacher"

pedagogical-prof.org

Regulations on the replacement of lessons

"AGREED" "ACCEPTED" "APPROVED"
Chairman of the trade union at the pedagogical Director of MBOU secondary school No. 24

school board organization
__________ L.I. Popova __________________ __________ K.P. Artemenko

POSITION

on the procedure for replacing lessons.

1. General Provisions

1.1. This Regulation has been developed on the basis of the Law of the Russian Federation "On Education", model provision on a general educational institution, approved by the Decree of the Government of the Russian Federation No. 196 of March 19, 2001, the Charter of the MBOU secondary school No. 24 of Voronezh and determines the procedure for replacing lessons in the absence of a teacher for good reasons in order to fulfill the municipal task and respect the interests and rights of all participants educational process.

1.2. If the teacher is good reason cannot conduct a lesson in accordance with the main schedule, then he is obliged to notify the administration (director and deputy director for educational work) of this in advance.

1.3. The administration of MBOU secondary school No. 24 calls for the replacement of lessons of any teacher who is free at this time, with his written consent.

1.4. The organization of replacement lessons is assigned to the deputy
director for water resources management, supervising the implementation of educational programs.

1.5. The lessons of absent teachers, if possible, replace teachers of the same specialty. In cases where such a replacement cannot be
implemented, the replacement of absent teachers is made by teachers,
teaching other subjects. Replacement of lessons by non-specialists, also school employees who are not direct participants in the implementation general educational programs, is unacceptable.

1.6. When replacing lessons with specialists of the same specialty as the absent teacher, continuity in teaching students should be ensured.

1.7. The substitution of lessons by the director or his deputy is carried out only in the absence of subject teachers of the same specialty as the teacher being replaced.

1.8. To the detriment of the implementation of the program in the subject, missed lessons cannot be mixed up with circle, extracurricular activities, excursions and trips, educational activities.

1.9. A teacher replacing the lessons of an absent colleague bears the same
responsibility for the quality of the lessons and the implementation of the program in the subject, as the main teacher.

2. Actions of the teacher when replacing lessons.

2.1. Before 11 a.m. of each school day, the teacher must familiarize himself with the changes in the schedule for the next day. In the event of an objective impossibility of substitution, the teacher immediately informs the deputy director about this and is released from replacement after correcting the list of changes in the lesson schedule.

2.2. The substitute teacher must prepare in advance for the lesson, familiarize himself with its topic in the class magazine.

2.3. The substitute teacher is personally responsible for the life and health of students, the organization of the educational process, the quality of the lesson.

2.4. The teacher, during the lesson, in the order of substitution marks the absent, interrogates the students and puts their grades in the diary. At the same time, he fills out a class journal and signs in the register of missed and substituted lessons. The replacement of lessons is recorded upon completion by the main teacher teaching the subject, according to the work program.

2.5. Unauthorized absenteeism for replacement after given consent, or unauthorized change of the schedule or duration of lessons is gross violation Rules of the internal work schedule and subject to disciplinary action.

2.6. When replacing the lessons of an absent teacher with another academic subject, the total number of these lessons should not exceed the amount determined for this subject. curriculum annual number of hours. Overtime hours are not payable.

3. Actions of the class teacher when replacing lessons.

3.1. Before 11 a.m. of each school day, the class teacher must familiarize himself with the changes in the schedule for the next day.

3.2. The class teacher is obliged to bring these changes to the attention of the students of his class, their parents (legal representatives) and ensure the presence of children at the replaced lesson.

3.3. When the number of lessons is reduced, the class teacher (subject to being unemployed at this time) accompanies students to the cloakroom and controls the organized exit from the school building.

4. Actions of an absent teacher.

4.1. In case of absence from the lesson for a good reason, the teacher notifies the Deputy Director for OIA responsible for substitution of lessons in advance.

4.2. On the first day of going to work, the teacher provides the deputy director for OVR responsible for substituting lessons with documents confirming the reason for the absence (sick leave, orders for referral to courses, for vacation, certificate-call for a session, sanatorium voucher).

4.3. When starting work after the expiration of the period of absence, the teacher must notify the Deputy Director for OIA the day before.

5. Actions of the Deputy Director for OIA and the procedure for paying for substituted lessons.

5.1. Responsible for the substitution of lessons, the Deputy Director for OIA plans the substitution of lessons, makes changes to the school schedule, acquaints teachers with changes in lessons no later than 13:00 of the previous day, if he has information about the planned absence of a teacher.

5.2. For lessons conducted in the order of substitution, in all cases, hourly payment is made within the payroll of MBOU secondary school No. 24.

5.3. Hourly payment labor is applied when paying for hours given in order to replace teachers absent due to illness or other reasons, which lasted no more than one month.

5.4. If the replacement of an absent employee by a teacher
carried out for more than one month, payment for his work from the date of commencement
substitution for all hours of actual teaching work is carried out on the general
grounds with a corresponding increase in their weekly training
loads. Billing is made in the period from September 1 to April 1 of the current academic year.

5.5. The regulation on supplementary payments may provide for additional payments to teachers,
replacing at least 0.5 of the rate of monthly absent teachers for
tension and intensity of work, as well as for checking notebooks in substituted classes, and groups combined into one class in the absence
one of the teachers foreign language, informatics, technology.

6. Office work

6.1. With a teacher replacing an absent teacher, an additional agreement is concluded to the employment contract with his written consent.

6.2. Responsible for the substitution of lessons, the Deputy Director for OIA, on the basis of properly executed documents, enters information about missed and substituted lessons in the register of missed and substituted lessons.

6.3. Entries in the register of missed and substituted lessons must correspond to the entries in the timesheet and calculation of earnings submitted to the accounting department for payroll.

Tax from an annuity agreement individuals received under a life maintenance agreement with a dependent, and reports the following. AT […]
Methodical manual school of Russia Fedoskina O. V. Mathematics. Addition and subtraction within 10. Grade 1 Glagoleva Yu. I. Mathematics. Verification work. Grade 2 Glagoleva Yu. I. Mathematics. Verification work. Grade 1 Rydze O. A. Mathematics. […]
Complaint about inactivity tax office: sample Actual on: July 13, 2017 Complaint about the inaction of the tax authority (sample) If the payer believes that the tax authorities were inactive at the time when they should have […]
Treatment tax deduction Sections: When can I get a 13% refund on treatment? The tax deduction for treatment belongs to the category of social tax deductions. It is subject to General requirements to the deadline and order […]
When sentencing for a cumulative crime, the rules apply. The concept of a cumulative crime is given in Art. 17 of the Criminal Code. The rules for sentencing for a combination of crimes are set out in Art. 69 of the Criminal Code: according to Part 1, punishment […]
Analysis of words Stay STAY, -I, cf. 1. State according to vb. stay (in 2 meanings). Stay in power. □ During the last days of my stay in Hong Kong, the weather changed significantly. I. Goncharov, Frigate "Pallada". Months of stay at the headquarters […]

If an employee falls ill, and his work does not tolerate downtime, then it makes sense for the employer to involve another employee in this work. Then it can be issued (Art. 60.2, 72.2 of the Labor Code of the Russian Federation):

or replacement (temporary transfer);
or combination.

Replacing a sick employee

In this case, the employee replacing the patient temporarily forgets about his job duties and performs exclusively the work of a sick colleague. The salary of the "deputy" is paid in accordance with the work performed.

No entries are made in the workbook.

Order on replacement for sick leave: sample

A sample of filling out a unified form T-5 when replacing a sick leave can be viewed.

When you do not need to issue a substitution order

This should not be done if the employee's employment contract expressly states that during the absence of another employee (for example, due to illness), he replaces him. For example, if the head has a deputy, then in the event of illness of the first, an order to assign the duties of a head to his deputy is not issued.