The article is based on the results of research work of the Financial University under the Government of the Russian Federation “Improving the regulation of labor and the organization of new approaches to the organization of labour processes and the remuneration of certain categories of employees in higher education”, fi nanced by budget funds for State job in 2014. The article analyzes the legal regulation of improving remuneration of support staff , including from the standpoint of personnel management system, assessment of the role and importance of this category of workers working in the educational process; discusses possible approaches to remuneration of support staff to meet the requirements of the legislation of the Russian Federation, including the policy objectives for improving the system of remuneration in the budgetary organizations, as set out in the Order of the Government of the Russian Federation of 26.11.2012, № 2190«On Approval of the gradual improvement of the system wages in the state (municipal) institutions for 2012–2018». The article also provides an analysis of the main problems in the existing institutions of higher education in pay systems, off ers a practical solution for the formation conditions of remuneration of support staff and the positioning of functional processes, which employ this category of personnel in connection with the performance of tasks to ensure the increase the quality of the educational process in the organization of higher education.
organization of higher education, support staff , improving wages, legal regulation of wages.
ОСНОВНЫЕ ЗАДАЧИ СОВЕРШЕНСТВОВАНИЯ СИСТЕМ ОПЛАТЫ ТРУДА ОРГАНИЗАЦИЙ ВЫСШЕГО ОБРАЗОВАНИЯ
Одной из причин медленного реформирования отраслей социальной сферы признается неэффективность действующих в организациях бюджетного сектора экономики систем материального и морального стимулирования работников [1]. В рамках задач по обеспечению дальнейшего совершенствования государственной социальной политики, согласно Распоряжению Правительства РФ от 26 ноября 2012 г. № 2190-р «Об утверждении Программы поэтапного совершенствования системы оплаты труда в государственных (муниципальных) учреждениях на 2012–2018 годы» (далее — Распоряжение Правительства РФ от 26 ноября 2012 г. № 2190-р), системы оплаты труда должны обеспечивать: дифференциацию оплаты труда работников, выполняющих работы различной сложности; установление оплаты труда в зависимости от качества и количества оказываемых государственных (муниципальных) услуг (выполняемых работ) и эффективности деятельности работников по заданным критериям и показателям [2]. В данном Распоряжении также раскрываются недостатки действующих систем оплаты труда организаций бюджетного сектора экономики, и в числе основных причин, обусловливающих проблемы в оплате труда работников, приводится «…низкий размер тарифной части заработной платы, а также низкая конкурентоспособность учреждений на региональных рынках труда».
Недостатки систем оплаты труда, указанные в Распоряжении Правительства РФ от 26 ноября 2012 г. № 2190-р, характерны также и для высшего образования. Соответственно, перед организациями высшего образования стоят задачи по совершенствованию оплаты труда работников, решение которых должно обеспечивать: обоснованность дифференциации уровня оплаты труда руководителей и работников; наличие критериев и показателей эффективности деятельности организаций высшего образования и работников; установление стимулирующих выплат с учетом показателей эффективности деятельности учреждений и работников; оптимальное соотношение гарантированной части заработной платы и стимулирующих надбавок [3].
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