THE USE OF EFFECTIVE CONTRACT AND KPI (KEY PERFORMANCE INDICATORS) IN ORGANIZATIONS OF HIGHER PROFESSIONAL EDUCATION
( Pp. 234-236)

The article reveals the problems of applying an effective contract and the CRI in organizations of higher professional education. The author believes that the application of an effective contract should ensure that the amount of remuneration so that the employee’s efforts are focused on achieving corporate results, which can be measured by specific indicators (strategic directions of development, university performance indicators, international ratings, etc.). It proves that an effective contract can be applied only to a specific group of core personnel. For all positions and qualification levels, key performance indicators are technically difficult to determine. Using the example of the Southern Federal University, the indicators used in the university for assessing the performance of the main staff for individualizing work with students and promoting the university brand are analyzed. The point-factor strategy is especially characterized there. Using the example of the Ural Federal University, the KPI model used there is considered and analyzed. The author comes to the conclusion that at the present time the problem of legal regulation of the system of bonuses, bonuses and incentives for public sector employees is unresolved and needs careful study. It is necessary to verify and examine in detail all the main indicators, to compare them with accepted professional standards. However, starting at the local level to regulate such payments in each organization, defining, systematizing and analyzing potential opportunities, it will be much easier for the legislator to consolidate basic requirements, regulations, terms and, (possibly), to approve the standard form of the local act. and non-discrimination in the wage system

Buyanova A.V., (2018), THE USE OF EFFECTIVE CONTRACT AND KPI (KEY PERFORMANCE INDICATORS) IN ORGANIZATIONS OF HIGHER PROFESSIONAL EDUCATION. Economic Problems and Legal Practice, 5 => 234-236.

Povyshenie kachestva i effektivnosti vysshego obrazovaniya i nauki v RF posredstvom vnedreniya sistemy effektivnykh kontraktov : dostizhima li tsel - Egorov K.B., KHudyakova S.S. - Trudovoe pravo v Rossii i za rubezhom , 2017, № 3
Al tbakh F. Kak platyat professoram Global noe sravnenie sistem voznagrazhdeniya i kontraktov // Al tbakh F., Raysberg L., YUdkevich M. i dr. . M.: Izd. dom Vysshey shkoly ekonomiki, NIU VSHE 2012. S. 439.
Borovskaya M. A. Zakonomernosti i trendy razvitiya sotsial no-trudovykh otnosheniy v vysshey shkole // Borovskaya M. A., Masych M. A., Bogomolova I. S. i dr. ., YUzhnyy Federal nyy Universitet, g. Rostov-na-Donu, 2012. S. 19.
Salikova Natal ya Mikhaylovna. Pravovoe regulirovanie oplaty truda v Rossiyskoy Federatsii (Voprosy teorii i praktiki): Dis. d-ra yurid. nauk : 12.00.05 : Ekaterinburg, 2003g. 441 c. RGB OD, 71:04-12/83
Petrov A.YA. Dogovornoe regulirovanie zarabotnoy platy //Voprosy trudovogo prava. 2011. № 2. 48 - 55. 0.6. p.l
Klochkov A.K. KPI i motivatsiya personala. Polnyy sbornik prakticheskikh instrumentov Izdatel stvo Eksmo,2010.