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1993年工资改革后,国家建立了活工资制度(即津贴制度)。如何将活工资真正搞活,成为调动广大职工积极性,促进医院改革,浙江省肿瘤医院进行了大胆探索,收到良好成效,值得借鉴。 一、分配制度改革的动力 医院长期处于传统的计划管理体制之下。这种运行机制使医院在分配制度上一是缺乏自主权;二是存在严重的平均主义。1985年工资改革后,虽然实行了以职务工资为主的结构工资制,但基础工资、奖金和各种津贴补贴平均发放,在职工收入中的比重越来越大。造成卫技人员的收入与普通工人相差
After the wage reform in 1993, the state established a live wage system (ie, a subsidy system). How to really invigorate live wages has become a mobilization of the enthusiasm of the majority of employees, and promote hospital reform, Zhejiang Cancer Hospital has carried out a bold exploration and received good results, it is worth learning from. I. The driving force of the reform of the distribution system The hospital has long been under the traditional plan management system. This kind of operating mechanism makes hospitals lack of autonomy in the distribution system; second, there is serious egalitarianism. After the wage reform in 1985, although the structural wage system was mainly based on job wages, basic wages, bonuses, and various allowances and subsidies were distributed on an average, and the proportion of employees’ income was increasing. Resulting in a difference between the income of health workers and ordinary workers