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The grounds for the use of a specific type of incentive for employees of the organization should be determined in the relevant local regulatory act. If such is not adopted in the organization, then when choosing one or another type of labor incentive, one can proceed from the established practice of regulating employee incentive procedures, which is described by the author of the article.

When asked if your company uses non-financial incentives, many HR directors respond positively, reasonably believing that public praise, awards, and informing that someone is the best in a given period is a pleasure. Among the legislatively defined measures for moral encouragement of employees, one can name the announcement of gratitude, awarding with a certificate of honor, presentation to the title of the best in the profession. Moral incentives for workers not named by labor legislation can be established by employers independently, for example:

Public recognition of the employee's merits at meetings held, including when summing up the results of the organization's annual work;

Informing all personnel of the organization about the employee's achievements;

Sending an employee to special conferences, seminars, exhibitions;

Providing training opportunities, advanced training;

Creation of more comfortable working conditions for the employee;

Providing time off and extra days for vacation;

Assigning an employee to perform special tasks as an expression of management's confidence.

In addition to the above measures, a rather strong moral incentive is the recognition of the employee's merits directly by the management of the organization. For example, a manager can praise an employee for a job successfully completed immediately after its completion, discuss with the employee the results of his work, and evaluate the personal qualities of a conscientious employee.

Each employer needs to strive to ensure that the system of incentive measures applied to employees is not uniform, for this you need to use various forms and methods of incentives.

Consider the features of the regulation of incentive measures and the practice of their application.

Announcement of gratitude

The announcement of gratitude as a type of labor incentive consists in the employer's public expression of gratitude to the employee for such achievements in work as:

Improvement of indicators in comparison with previous periods, overfulfillment of the plan;

Success in the early development and implementation of measures related to improving the organization of production and labor, with an increase in the quality of products (work performed, services provided);

Execution on high level their job responsibilities;

Successful holding of events, implementation of projects, Active participation in events or projects, etc.

The procedure for the application of this incentive measure, as a rule, is regulated in a special local normative act (in the provision on moral encouragement of the employee) or is established in a document of a more general nature (in the provision on material and moral incentives for employees of the organization, internal labor regulations, provision on incentives for personnel ).

Sample sample

Regulations on the moral encouragement of the employee

Retrieving

Section IV. Gratitude

For active participation in the implementation of especially significant projects of the Company;

For impeccable and efficient work in the Company;

For conscientious work and professional skill.

The gratitude is announced to the employees of the Company with the payment of a one-time incentive in the amount of the official salary.

2. The application for the declaration of gratitude can be submitted by the heads of the structural divisions of the Company.

3. When making proposals for the announcement of Gratitude, the heads of the structural divisions of the Company shall submit the following documents:

A request for the announcement of Gratitude addressed to the head of the Company;

Characteristics of the promoted in accordance with Appendix No. 1 to these Regulations.

In the application for the announcement of Gratitude, information on the achievements of the employee to be awarded is indicated.

Award materials are submitted by the heads of structural divisions 2 months before the proposed awarding to the personnel management department.

In the case of submission to the announcement of Gratitude for active participation in holding especially significant events, an application and a list of persons who actively participated in the implementation of projects are submitted in the form in accordance with Appendix No. 2 to these Regulations.

4. The personnel management department considers the received award materials and prepares a draft order of the head of the Company on the announcement of Gratitude.

Award materials presented in violation of the procedure established by these Regulations are returned with appropriate justifications to the applicant.

5. The draft order is coordinated with the head of the structural division of the Company, who submitted the application for the announcement of Gratitude, the legal department, the accounting department and sent for signing to the head of the Company.

6. Announcement of Gratitude is carried out on the basis of the order of the head of the Company.

7. Announcement of gratitude is carried out by the head of the Company or, on his behalf, by the first deputy head of the Company and the heads of the structural divisions of the Company in a solemn atmosphere.

8. Re-announcement of Gratitude for new merits is possible no earlier than two years after the previous award.

In exceptional cases, for high performance in work, the repeated announcement of Gratitude is possible earlier than the specified period.

9. A description of the form and a sketch of the Acknowledgments are given in Appendices No. 3, 4 to these Regulations.

Although this is not directly stipulated by the Labor Code of the Russian Federation, it is advisable to prepare an appropriate document with the title "Acknowledgment" (Fig. 1 - not shown).

Rice. 1 - Acknowledgment Form

The figure is not shown.

Registration of "Gratitude" (entering information about the employee, ensuring the signing of the management and certification with the seal of the organization) is carried out by the personnel department of the organization.

Awarding the Certificate of Honor of the organization

A more significant measure of reward for success in work in comparison with gratitude is the awarding of a certificate of honor of the organization. It is usually awarded to individual workers and collectives to whom the specified incentive measure was previously applied for achievements in labor activity.

Awarding a certificate of honor consists in publicly presenting to the employee a document confirming the recognition of the employee's merits by the management of the organization. A local regulatory act of the organization may provide for a one-time bonus payment to an employee in connection with the awarding of a certificate of honor.

Among the reasons for awarding employees with certificates of honor are most often called:

High results in a specific area of ​​work;

Professional excellence;

Significant contribution to the development of the organization;

Innovation and other achievements in labor;

Exemplary performance of work duties, etc.

Quite often, among the reasons for awarding employees with an honorary diploma are called "long-term work in the organization" or "work experience in the organization at least ___ years." In itself, the fact of long-term work in the organization is not a basis for encouragement in the sense that is embedded in it Part 1 of Art. 191 of the Labor Code of the Russian Federation. At the same time, in the context of increasing competition, personnel loyalty can and should deserve an appropriate assessment by the employer.

The submission for awarding a certificate of honor indicates:

Surname, name, patronymic of the employee;

Date of his birth;

Position held;

Education;

Work experience;

Achievements (characteristics of the results of labor worthy of encouragement).

Sample sample

Presentation For awarding the Certificate of Honor

Closed Joint Stock Company "Prior"

1. Surname, name, patronymic _________________________________________________

2. Year of birth ___________________________________________________________

3. Education (where, when he graduated from an educational institution)

4. Place of work, position held _____________________________________

___________________________________________________________________________

5. Total work experience ______________________________________________________

6. Work experience in this organization _______________________________________

7. Characteristics (specific merits) ____________________________________

___________________________________________________________________________

Head of structural unit ___________________________________

(subdivision name,

signature, full name)

"__" ___________ 20__

It is advisable to set out the procedure for awarding employees with a certificate of honor of the organization in the general local normative act on the encouragement of employees or in a separate provision on the certificate of honor of the organization. In it, first of all, the full name of this type of encouragement should be officially established, which will be indicated in the order (order) on the promotion and recorded in the work book. So, the name of the organization's certificate of honor must include the name of the organization, for example: "Certificate of honor of the closed joint-stock company" Prior "or" Certificate of honor of LLC "Aprina". This is necessary in order to distinguish it from other certificates of honor that may be awarded to the employee.

Registration of a certificate of honor (purchase of a ready-made form or ordering a print of an original design form), entering information about the employee, ensuring the signing of the management and certification with the organization's seal are carried out by the organization's personnel department.

Awarding the title of the best in the profession

The Labor Code of the Russian Federation provides for such a type of encouragement as submission to the award of the title of the best in the profession. As a type of in-house incentive, such a presentation provides for the formation of a competition commission, the formulation of goals and objectives of the organization of the competition, the development of conditions and indicators for the fulfillment of which such a title can be awarded to an employee, the timing, frequency and procedure. holding a competition, timing and order of summing up.

The title of the best in the profession can be formulated according to one of the following schemes:

A) "best _______", for example:

"the best pastry chef";

"the best seller";

"the best doctor";

"the best driver";

B) "the best in the profession" _______ ", for example:

"the best professional" plasterer ";

"the best by profession" master of machine milking ";

C) "the best in the profession among _______", for example:

"the best by profession among machine operators";

"the best by profession among hairdressers".

Also, as a similar type of encouragement, the assignment of other significant titles may be envisaged, for example, "Excellence in Quality", "Best Young Worker", as well as honorary titles of organizations, for example, "Honored Worker of the Organization", "Master - Golden Hands", "Excellence in Trade", NS.

For this type of incentive to be "legitimate", it must be provided for in a collective agreement or internal labor regulations.

The awarding of the title of the best in the profession is carried out in two ways:

1) holding a special competition or review of professional skills among the employees of the organization and identifying the best of them. The objectives of such competitions or shows are:

Developing a sense of the prestige of the profession among employees;

Revival of the traditions of the profession;

Improvement of knowledge, skills and abilities at work;

Dissemination and development of advanced techniques and methods of work, dissemination of the positive experience of the winners of the competition;

Disclosure of the creative potential of employees;

Creation of incentives to improve professionalism in work;

Creation of a pool of personnel from among the winners to fill managerial positions, etc.

A commission (committee) created by the employer organizes the competition and, based on its results, determines the winner, who is awarded the title of the best in the profession;

2) a generalization of the achievements of employees, carried out by the personnel department or another unit, and the identification of an employee with the best achievements as a result of studying documents, conducting observations, surveys, etc.

As a rule, the title of the best in the profession is awarded to one winner. In confirmation of this, he is given a certificate (diploma) on the conferment of the title, as well as a ribbon with the corresponding inscription.

V last years widespread regional and municipal competitions and reviews of professional skills, as a result of which the winners are awarded the title of the best in the profession within the city, district, region, etc. local government and executive authorities of the constituent entities Russian Federation... The direct holding of events, as a result of which the participants are awarded the title of the best in the profession in a certain category, is carried out by organizing committees or commissions created by these bodies.

Regulatory legal acts of the executive power of the constituent entities of the Russian Federation and local government bodies provide that employees take part in such competitions or reviews on the proposal of the heads of organizations. When developing a document regulating the conditions and procedure for submission, the following sections should be provided (Table 1).

Table 1

Sections of the document regulating the competition

To be awarded the title "Best in Profession"

Rewarding a valuable gift

An incentive in the form of rewarding a valuable gift is the handing over to an employee of a specific thing that has a certain value.

With the entry of Russia into the era of market relations, symbolic gifts (busts of leaders, table sculptures, boxes, vases, folk crafts) were replaced by more practical household appliances and household items, travel vouchers, etc. engraving, making a commemorative inscription, etc. The most prestigious is the production of symbolic items by a special order of the organization.

When choosing a valuable gift, the personnel department should not only be guided by financial capabilities (the amount of funds allocated for the purchase of gifts), but also take into account the personality and wishes of the encouraged employee.

Collective agreements, internal labor regulations, special local regulations determining the procedure for encouraging an employee may provide for the application of several (usually two) types of incentives to an employee at the same time. So, it is advisable to combine material types of incentives with moral ones, for example, rewarding with an honorary diploma with payment of a bonus, conferring the title of the best in the profession with awarding a valuable gift, etc.

Pool of "corporate talent"

This type of local encouragement, such as inclusion in the pool of "corporate talent", has a relatively short history in the practice of encouraging employees of Russian organizations. The main encouragement for those who got into the pool of "corporate talent" is intangible:

Priority in career advancement;

Great opportunities for development;

Participation in promising projects that "challenge" their capabilities;

Greater attention of status managers (perhaps the appointment of a personal curator from among them).

The employees from among the "talents" have, of course, a material interest: they can increase their income much more often than others. "Corporate talents" can increase their income by receiving rewards for work on projects, rewards for mentoring.

Listing on the Board of Honor, In the Gallery of Labor Glory, Book of Honor

Despite the fact that the legislators did not transfer this type of encouragement from Art. 131 of the Labor Code of the Russian Federation in Art. 191 of the Labor Code of the Russian Federation, entry on the honor roll is becoming more and more popular every year as a local incentive.

This type of encouragement consists in placing a photograph of the employee with the indication of the last name, first name, patronymic, job title or profession on a specially made and installed stand - a board of honor (Fig. 2 - not shown).

Rice. 2 - Leaderboard

The figure is not shown.

The Hall of Fame is established to spread the idea of ​​a positive attitude of the employer to the labor achievements of employees and demonstrates the manifestation of the employer's deep respect for the achievements of its employees. In an organization, a general board of honor for the organization can be established, and in individual structural divisions (mainly production) - their own boards of honor.

The workers who have made the most significant contribution to the production and economic activity enterprises that have achieved stable high results, especially distinguished themselves in service and work.

At present, electronic Boards of Fame have become widespread, representing a virtual gallery of photographs of the best employees of the organization, posted on the corporate website of the organization. The procedure for entering on the electronic board of honor can be reflected in a special local act or in a general document (see an example document below).

Sample sample

Regulations on the motivation of employees of LLC "Aprina"

Retrieving

1. General Provisions

1.2. Based on the results of work for the year, employees are awarded: for high achievements in increasing the efficiency and competitiveness of production, improving the quality of work performed and manufactured products, for fruitful production, scientific activity who have worked in the company for at least one year.

1.3. The following list of awards and quotas for awarded employees has been established:

* Entering the best specialists on the electronic Board of Honor - 4 people.

2. Awarding procedure

2.1. The decision on the award is made by the CEO of the company. By December 1, the manager determines the quotas for the divisions of the company.

2.2. Applications are submitted by the heads of departments until December 15 and are considered within one month. The managers who filed a petition for rewarding employees subordinate to them are personally responsible for the validity of the submission for rewarding and the accuracy of the information contained in the petitions they signed.

2.3. The presentation of valuable gifts and entry on the electronic board of honor are accompanied by Letters of Thanks ... which are signed by the CEO and certified by the seal.

3. Accounting and monetary support for incentives

3.2. Upon presentation of Letters of Gratitude and Certificates of Merit, when entering on the Electronic Board of Honor, and conferring the title of "The Best Employee of Aprina", employees are given a monetary reward in the amount of 10,000, 15,000 and 20,000 rubles, respectively.

In addition, it is desirable to define in a local regulatory act:

Requirements for a photograph of an employee (color / black and white, size, background, clothing);

The composition of the record under each photograph (usually - last name, first name, patronymic, position (profession, specialty), structural unit (if the honor board belongs to an organization) and the procedure for its application (placement) on the honor board;

The procedure for placing a photo portrait on the honor board or opening it (in a festive atmosphere, in the presence of an employee, etc.).

In order to avoid difficulties when registering this type of encouragement, even when the board of honor is established, it is necessary to reflect the full name of the board of honor in the collective agreement or internal labor regulations, that is, including the name of the organization or structural unit of the organization. However, if the organization has only one general honor roll, then in the order (order) on the encouragement of the employee, its name can be given without specifying the name of the organization.

In a number of organizations, the considered type of encouragement has been transformed into such encouragement as the inclusion of a photograph of an employee in the gallery of labor glory, which is a union of all the stands of honor of the organization into a single complex.

Employers who are introducing this type of incentive for the first time need to remember that the honor board is not endless, and therefore it is necessary to determine the period during which the employee's photo will be posted on it. Most often, this period is 1 year (unless the honor board is intended to include the winners of regular labor competitions on it). After the expiration of the specified period, the employee's photo must be taken, unless a decision is made regarding the employee's re-promotion in the form of being included on the honor roll.

Entry into the Book of Honor

Entry into the book of honor was previously provided for by Art. 131 of the Labor Code of the Russian Federation. Despite its absence in Art. 191 of the Labor Code of the Russian Federation, this type of encouragement is increasingly included in the list of local incentives provided for by collective agreements or internal labor regulations.

The publication of the book of honor is a manifestation of deep respect for the merits of the employees of the organization. Such a book (Fig. 3 - not shown), as a rule, is an A3 format album, in which photographs of the encouraged workers and sheets with the surname, name and patronymic, position or profession of the employee are placed in special pockets, brief curriculum vitae and a description of the merits, the details of the order (instruction) on the promotion.

Rice. 3 - Covers of the books of honor

Rice. not given.

The fact of entry into the book of honor is confirmed by the issuance of a certificate (Fig. 4 - not given).

Rice. 4 - Samples of certificates of entry into the Book of Honor

Rice. not given.

The general basis for registering an employee in the book of honor is the achievement of high results in work, and additional conditions- long experience of work in the organization and the use of incentives in the past of lesser importance.

As with the promotion by entering on the honor board (to avoid confusion in the order (order) on the use of this type of promotion), it is advisable to indicate the name of the organization in the title of the book of honor.

When defining in the local regulatory act of the organization the procedure for entering an employee into the book of honor, personnel services should establish the time the employee's photo stays in the book, the requirements for the employee's photograph, the procedure for making entries - by whom, what content, whether the employee gets acquainted with them, etc.

As a rule, 9x12 color photographs of employees (without a headdress, in festive clothes) are placed in the book of honor. The functions of making an entry in the book are assigned to one of the employees of the HR department (usually the head of the HR department).

The book of honor should be kept in a room intended for celebrations (assembly hall, conference hall, executive office), in the museum of the organization or in another room that allows everyone to get acquainted with it.

In a number of organizations, analogs of the book of honor are the book of labor glory, the book of the history of the organization.

Corporate awards

The current legislation does not prohibit the establishment in an organization of its own corporate badge and medals, therefore, rewarding with a corporate award or badge is increasingly appearing in collective agreements and internal labor regulations as a form of moral reward for personnel.

A corporate badge should have a special name. In order for it to be "legitimate", the leadership of the organization must make sure that the badge to be established does not duplicate departmental and even more state badges. According to the Regulation state awards Of the Russian Federation, illegal establishment and production of marks having similar, similar names or outward resemblance to state awards is prohibited.

To avoid complications, it is desirable that the names of corporate badges contain the name of the organization and be associated with some significant event, for example, the anniversary of the organization, etc.

In confirmation of the fact of awarding a badge, as well as the right to wear it, the employee, as a rule, is issued an appropriate certificate or certificate.

For a badge or corporate medal, not only should be developed official name but also to approve Full description appearance awards, as well as fix in an internal document the conditions, procedure and procedure for making a decision on awarding and the procedure for presenting awards to employees (see example below).

Sample sample

Description of the badge "The best employee of LLC" Aprina "

The sign is an oval of blue color with golden edging in the form of laurel branches.

In the center of the oval there is a logo of "Aprina" LLC. Under the logo - in a golden figured shield with a rim - an inscription in straight letters: the best employee of LLC "Aprina".

The height of the sign is 50 mm, the width is 30 mm.

On back side a device for attaching to clothes and its serial number.

Regulations on the badge "The best employee of LLC" Aprina "

1. The badge "The best employee of LLC" Aprina "(hereinafter - the badge) is established to reward employees of LLC" Aprina "(hereinafter - the Company) for performing tasks of particular importance and complexity, successful and conscientious performance of their job responsibilities, impeccable, not less than five years, work and other achievements in work.

2. A badge may be awarded to heads of departments for their great contribution to the development of financial and executive discipline, the system of financial and economic control.

3. The issue of awarding a badge is considered at the award committee as presented by the heads of the structural divisions of the Company and the head of the Company. The submission reflects information about the professional activities of the persons nominated for the award with the badge, their personal contribution to the provision of the Company's activities.

4. The decision on awarding the badge is made by the award committee by a majority of votes from the total number of the committee members.

5. Presentation of the badge and the certificate to it is carried out in a solemn atmosphere by the head of the Company or, on his behalf, by the deputy head of the Company.

6. The awarded breastplate is awarded a sum of money in the amount of three times the monthly salary.

7. The badge is worn on the right side of the chest and is located below the state awards.

8. An entry is made in the work book of the person awarded with the breastplate.

9. Awarded with a badge has the right to establish the maximum salary for the position, preemptive right to receive annual leave and tourist vouchers at a convenient time for him.

10. Registration of documents on awarding a badge and registration of the awardees is ensured by the Company's HR department.

Thus, the introduction of measures of moral encouragement should be accompanied by the approval of the procedure for their registration and individual registration. In particular, the issue of their reflection in the work books of employees must be resolved. Since the work book is intended to record individual labor activity, then it should include information about the employee's encouragement for his individual merits, and not about the recognition of the labor achievements of the work collective (structural unit), of which he is a member.

And other measures

Often in local incentive systems, the early withdrawal of a previously imposed disciplinary sanction is indicated as an incentive measure. Without denying the stimulating nature of this measure, nevertheless, experts recommend not to designate it as a type of encouragement. Moreover, its application is formalized not by an order (order) on encouragement, but by a separate order (order) on the early lifting of a disciplinary sanction. Removal of a disciplinary sanction should not be considered as a measure of encouragement applied to employees in the manner specified in Art. 194 of the Labor Code of the Russian Federation, since this is the restoration of the employee's position that existed before the application of disciplinary measures to him. Disciplinary action general rule withdrawn when it is clear to the employer that it has played its educational role and the employee has corrected his behavior by exemplary performance of labor duties.

If the organization nevertheless applies the removal of disciplinary sanctions as a measure of rewarding employees, then in the local normative act determining the procedure for incentives, it is necessary to separately stipulate that information on its application is not entered in the employee's work book in the section on incentives.

According to Part 2 of Art. 191 of the Labor Code of the Russian Federation, employee incentives can be determined by charters and discipline regulations. In this case, charters and regulations do not mean local regulations of the organization, but regulations approved by the Government of the Russian Federation in accordance with federal laws, charters and discipline regulations for certain categories of employees. These include, for example, the Regulation on the discipline of railway workers, approved. Decree of the Government of the Russian Federation of 08.25.1992 N 621 (as amended on 07/14/2001, as amended on 07/14/2003); Disciplinary Charter of Militarized Mine Rescue Units in Transport Construction, approved by Decree of the Government of the Russian Federation of July 30, 1994 N 879; Charter on the discipline of employees of organizations with especially hazardous production in the field of atomic energy use, approved. Decree of the Government of the Russian Federation of 10.07.1998 N 744 and a number of others.

Such documents provide for the use of most of the above types of incentives. However, a significant part of them are departmental awards.

Thus, according to the Regulations on the discipline of railway workers, railway workers are awarded the badge "Honorary Railwayman". In accordance with the Disciplinary Charter of the Customs Service of the Russian Federation, employees of the customs service are awarded with departmental badges "Honorary Customs Officer of Russia" and "Excellence in Customs Service". Awarding the badges "Honorary Worker navy"and" Honorary Polar Explorer "is stipulated by the Charter on the discipline of crews of support vessels of the Navy for crew members of support vessels of the Navy.

Among the additional measures not considered above, one can name the early appropriation of the next special rank which applies to public service, as well as the assignment of the next special rank one step higher than the corresponding position held. Rewarding with personalized weapons is predominantly common in the system of state law enforcement. In some industries, the use of such incentives as an increase in the duration of annual leave is practiced. For example, an increase in the duration of annual leave for up to 5 days is provided for by the Disciplinary Regulations of the paramilitary mine rescue units in transport construction.

From practice

The head of the department for work with personnel of the company "Khlebny Dom" Andrey Tsinchenko said in his interview:

To celebrate the 70th anniversary of the company, we have established two awards. The first is the most significant, something like our own order "For Labor and Loyalty". This is a lapel pin made of precious metals (silver with gold plating) for solemn wearing and its smaller copy - a silver badge that can be worn on everyday clothes every day.

Unfortunately, our sanitary standards do not allow wearing it on work clothes. Out of our entire two-thousand-strong team, no more than three or four people can be nominated for this award every five years. In addition, the requirements for the length of service and its quality are quite serious, that is, the employee must be a truly impeccable employee. Attention is drawn to both his achievements and personal qualities. In addition to the badge, a bonus is provided, which can be a very serious amount, equal to the employee's salary for six months.

The second award we have established may be more accessible, but no less important - "Master of the Golden Hands". The badge is also made of precious metals. It is awarded to those who have shown high achievements in their professional activities, who are valuable to the company as an excellent specialist. There may already be more people nominated for this award - up to 20 people. We award every three years, and, of course, the presentation of the award is accompanied by an award.

Naturally, we also have the title of "Best in Profession", photographs of such employees are posted on the factory honor board.

There are also competitions between labor collectives for the best performance, and, of course, we present honored workers for state awards.

• HR administration

Keywords:

1 -1

The retired envoy extraordinary and plenipotentiary of the 2nd class on the NSN broadcast suggested that the escort was connected with a show of force.

The fighter of the Swiss Air Force was escorted by the plane of the special flight unit "Russia". Foreign Minister Sergei Lavrov flew to Geneva on this liner. At the time of the escort, only journalists and the minister's delegation were on board. The head of the department himself left Switzerland earlier. Eyewitnesses note that the fighter flew so close that it was possible to see not only the image of a tiger on its tail, but also the silhouette of the pilot, who showed an incomprehensible hand gesture. Some media workers are confident that the pilot saluted. According to employees of the Ministry of Foreign Affairs, the escort was carried out as a sign of respect, writes TASS.

"International banditry". How Russia will deal with the issue of refusals of US visas However, the retired 2nd class extraordinary and plenipotentiary envoy Vasily Korchmar said on the air of the NSN that such escort was a show of force.

“There has never been a trace of such a tradition. In diplomatic practice, this was not the case, so that they could lift planes into the air and greet the plane with the head of some department. This is out of the question. In practice, this is not the case. The origins come from attempts at a show of strength. This is done regularly. We, too, do not deviate from them, we also sometimes demonstrate. This practice exists, it has nothing to do with escorting officials. This is control of the border, space and a demonstration of power. it wide campaign Russophobia that unfolded in Western Europe and the Americans too. Such small signs are also in line with this policy, ”the NSN interlocutor is convinced.

According to Vasily Korchmar, the decision to take off the fighter for escort is not made by official circles.

“It is difficult to say which of these incidents will turn into some kind of tragedy. Until the first time. There is no diplomatic protocol. This does not come from official circles. Such a decision is made at the level of Air Force commanders, generals, who can say: "Show it, show it." Maybe it was in response to what happened in the Baltic Sea, ”says Korchmar.

Recall that fighters of the Swiss Air Force, on the tail of which the head of a tiger is depicted, are part of the Fliegerstaffel 11 squadron. Despite the fact that Switzerland is not part of NATO, the squadron is a full member of the NATO Tiger Association. The Fliegerstaffel 11's primary role is focused on air superiority at low and medium altitudes, with interception as a secondary function.