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The monograph deals with the theory and practice of legislation on licensing, state accreditation, control and supervision in the field of education. It is recommended to civil servants of Executive authorities of subjects of the Russian Federation exercising the powers transferred by the Russian Federation in the field of education, and also to heads of educational organizations, teachers and students of law faculties (institutes).

The monograph reveals the history of formation of the sources of law governing state supervision of quality of education, defining the mechanism of legal regulation of the Federal state quality control of education and the practice of law in this area currently. It is intended for employees of educational organizations, teachers, postgraduates, law students.

The Federal Law of December 29, 2012 № 273-FL “On Education in the Russian Federation” has introduced further clarity in the legal status of a leader (director) of a general educational institution, which came into eff ect as per September 1, 2013. The school principal is given the exceptional legal standing (status), which is conditioned by the specifi cs of his job duties, position and role in the mechanism of the educational institution management. The author thoroughly summarizes, reports in depth and gives comments on the questions concerning the core aspects of a school principal job, which are the most frequently asked by the learners of qualifi cation upgrading courses, and participants of roundtables and seminars. The author also highlights the school principal’s qualifi cation standards and administrational powers in terms of organization management, considering these issues De lege lata. The material is presented in the form of detailed answers to the frequently asked questions on the issues concerned.

According to the Federal Law of December 29, 2012 № 273-FL «On Education in the Russian Federation» new procedures to regulate educational activities arranging and conducting in accordance with educational programs of various levels and/or of various purposes or on correspondent type of education, which are to be adopted by orders of the RF Ministry of Education and Science (hereinafter referred to as «procedures»), have come into effect as from September 1, 2013. Standard provisions, which earlier regulated arranging and conducting educational activities by educational institutions of various types and kinds, and the whole specter of other activities of these institutions, are gradually losing force. When implementing new procedures, bodies of the RF executive authorities and local authorities, responsible for control and administration in the sphere of education, as well as educational institutions and participants of educational relations may encounter considerable difficulties. The author’s papers provide exhaustible and detailed answers to any questions, which may arose when implementing new procedures in the educational sphere.

Present-day social sphere of the Russian Federation employs over 14.4 million workers; the majority (about 5.2 mln) are occupied in the educational sphere and another 3.9 mln — in the spheres of public health and social services. Remuneration of labor system for those occupied in state federal institutions is established based on the Decree of the Government of the Russian Federation №583 as of 5th August of 2008. Introduction of the new system has had a positive affect on the dynamics in government (municipal) employees’ compensation. Still, as the evidence shows, even the new system of remuneration fails to solve the problem of performance-contingent motivation for all categories of institutions. Ii is observed that in many cases performance indicators and criteria are not properly developed and are applied as a mere formality. In many public institutions incentive rewards are paid as a guaranteed part of compensation without any relation to the results of work. This is largely due to the extremely low tariff rates at the public institutions and their low competitiveness at local labor markets. As a result public institutions have to reward workers regardless of their performance results to retain manpower. The author concludes that remuneration of labor systems should be adapted to new conditions, aimed at the growth of appropriate industries, increase of services quality and maintain contingency between the public servants’ performance results and their compensation.