Проблемы внедрения эффективного контракта в российское общее образование
In the article on the example of studying the characteristics of implementation of the effective contract in educational institutions analyzed the factors influencing the effectiveness of education reform. It is concluded that the participants' understanding of design change and reform concepts, awareness of the need and importance of the reforms, as well as the course of action on implementing real change and problem solving are the factors to achieve sustainable reforms and deep results.
This monograph aims at analyzing the minimum wage and 'effective contract' legislation in international context, taking into account both historical and modern peculiarities in general and with a particular emphasis on public service. This analysis being performed from a comparative viewpoint, allowed the authors to assess the legislative amendments suggested by the legislator against the labour legislation currently in force. It has also helped to throw light onto the gaps and conflicts in the minimum wage and 'effective contract' regulation and common errors in its enforcement. The authors formulated their own suggestions concerning further legislation development in this field. This monograph was prepared with information support of the "ConsultantPlus" electronic legal database system.
The article examines trends in wage and budget expenditures for salaries of teachers of preschool educational institutions after the adoption of the Decree of the President of the Russian Federation dated 7.05.2012, No. 597. The article also includes results of interviews and focus groups with managers and teaching staff of kindergartens conducted in 8 subjects of the Russian Federation
The paper provides an overview of studies dedicated to correlations between school teacher salaries and regional economics and to the local factors affecting the size of teacher salaries. The paper describes the basic teacher pay indicators in the regions: absolute salary, teacher pay level as compared to the average regional salary, ratio of salary to the average consumer bsket and to the per capita gross regional product. Based on the calculations performed using open databases of governmental authorities, a classification of regions by teacher pay levels was developed, providing seven clusters of regions. For each of the clusters, we have elaborated recommendations on teacher remuneration, identifying typical risks and challenges. These recommendations are designed to improve efficiency of activities that are part of the education policy by way of differentiating federal assistance. The conclusion is that, apart from the index of teacher pay level as compared to the average regional salary, which is the benchmark of governmental programs, one should also consider the ratios of salary to the average consumer basket and to the per capita gross regional product.
The article considers the practices of performance-based pay applied in the vocational education and training (VET) institutions. It was found that VET institutions used different tools to adopt «effective contract» due to ambiguity of the institutional environment. The study suggests, that more favorable conditions for performancebased pay occur in VET organizations, which have cooperation with business (employers for graduates) interested in skilled workers and in employment of the graduates. This is due to abilities of VET to attract additional funding from business, to develop quality assessment system and requirements for the results of teacher’s work.
The article presents the current practices of system of remuneration for university teaching staff in higher educational institutions in Russia. The research was based on 51 in-depth interviews in the 6 universities and included the analysis of 100 universities’ local acts of the wage system. The main question of the article is: what are the differences in the remuneration systems in the 6 higher education institutions and why these differences occur. We claim that the universities’ remuneration systems are formed under the impact of 4 factors: 1) external formal accountability to the federal and regional governments; 2) strategic goals of the university (which are often formed as a university response to external accountability); 3) the financial resources of the university; 4) its internal features: the number of university teaching staff, centralized or decentralized management, the number of departments of the university and its’ profiles.