论文部分内容阅读
一、加大改革力度,转换管理经营体制我县卫生局实行对全额医疗防保单位试行总额包干,自主经营,超支不补,节约留用,一定三年不变的管理办法;对差额补助单位在劳动分配上实行总额控制,自主分配的经营管理体制,在经营方式和分配办法上给各单位以自主权。县级两院实行结构工资,即仅拨给60%的基本工资,剩余40%由医院的经营业务盈余中提取,以充分调动每一位职工干部的最大积极性。分院中实行浮动工资,即在原定工资基础上浮动一级,连续5年后浮动的一级纳入其基本工资中,以稳定分院医技人员队伍;对乡镇卫生院人员,60%工资由卫生局统一筹措拨给,防保人员做社会卫
First, to increase reform efforts, the transformation of management and management system I County Health Department to implement the full amount of medical insurance unit trial package total, self-management, overruns do not make up, save retention, the same for three years the same management practices; the difference between subsidy units In the distribution of labor to implement total control, independent distribution of the management system, in the mode of operation and distribution of the units to the autonomy. The structural salary of the two houses at the county level was implemented. That is, only 60% of the basic salary was allocated and the remaining 40% was extracted from the operating surplus of the hospital to fully mobilize the maximum enthusiasm of every employee and cadre. Floating offices in the implementation of floating wages, that is, floating on the basis of the original salary level, floating for five consecutive years after its inclusion in the basic salary to stabilize the branch medical and technical personnel; township hospitals, 60% of the salary by the health Bureau unified financing allocated to prevent social security personnel to do