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过去我局对所属医疗单位的经费分配是按编制人数和包工资的幅度进行定项补助,拨款多少不与工作任务和劳动效益挂钩,以致有些效益低、医疗服务质量差的单位,反而得到的经费多。这种“养人”不保事业的分配办法,削减了医务人员的积极性,阻碍了卫生事业的发展。为,我们于1984年起改革了这种分配办法。1、对县人民医院实行任务下达、经费定补、年终考评,奖惩结合的办法。具体方法是:根据病床数与目前门诊置确定在编人员数,然后再根据病床数来确定经费补助数额。其中对医疗任务指标的考核办法是:(1)订出比较可行的全年门急诊人次数和出院病人人次数;(2)病床使用率达85%以
In the past, the allocation of funds to the medical units under my service was carried out according to the number of employees and the rate of package wages. The amount of funds allocated was not linked to the tasks and benefits of labor. As a result, some units with low benefit and poor quality of medical services were getting More funds. This “keeping people” does not guarantee the distribution of careers, reducing the enthusiasm of medical staff, hinder the development of health. For we have reformed this allocation since 1984. 1, the county People’s Hospital issued the mandate issued, funding fixed, year-end evaluation, reward and punishment combination approach. The specific method is: According to the number of beds and the current clinic to determine the number of staff in the editor, and then according to the number of beds to determine the amount of funding subsidies. Among them, the assessment methods for medical mission indicators are: (1) setting more feasible number of outpatients and emergency patients and number of discharged patients; (2) using 85%