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文章介绍“我国公立医疗机构职工收入分配制度研究”项目立题背景、目的、经费来源、调查内容、样本收集方法和主要结果。该项目选用政策制定科学程序作为指导性研究方法,旨在明确我国公立医疗机构职工收入分配制度中存在的焦点问题,论证焦点问题的根源、作用机制,研制针对根源的政策思路和改革策略。围绕着研究目标,回顾了1022篇相关文献,咨询了38位专家,调查了463所各级各类公立医院的人、财、物基本情况,以及117392名医院职工的基本信息和收入,调查了2511位领导和3328位职工的意向。研究结果表明:(1)我国公立医疗机构分配制度存在的关键问题是价值定位过低、分配要素不合理和薪酬级差过小。(2)我国分配制度改革的核心内容应当是,提高医疗机构人员的价值定位、完善分配要素、适当拉开收入差距;遵循平等、公平可比、正常增资和有效约束的原则;建立岗位工资为主体的工资结构,工资结构组合应当包括基本工资、岗位工资、年功工资和绩效工资四部分,基本工资占21.0%,岗位工资占47.3%,年功工资占6.5%,绩效工资占25.2%;要建立工资分配总额约束机制,对高层次技术人才、高层次管理人才以及公立医疗机构法定代表人实行特殊的分配政策。(3)应设定知识和技能为主导的岗位工资要素体系。课题组建立了16个等级、9个级别的医疗机构岗位工资序列,进而利用公务员岗位平均得分和当前收入模拟测算了医疗机构职工岗位工资水平,各等级年工资全国平均水平从4039.10元到75792.70元不等。
The article introduces the background, purpose, sources of funding, contents of the investigation, sample collection methods and main results of the project “Study on the Income Distribution System of Workers in Public Medical Institutions in China”. The project uses the policy-making scientific process as the guiding research method, which aims to clarify the key issues existing in the income distribution system of the public health institutions in our country, demonstrate the root causes and mechanism of the focus issues, and develop the policy ideas and reform strategies aimed at the root causes. Around the research goal, 1022 articles were reviewed, 38 experts were consulted, the basic information of people, money and goods in 463 public hospitals of various levels were surveyed, and the basic information and income of 117,392 hospital staff were investigated. 2511 leaders and 3328 employees of the intention. The results show that: (1) The key problems existing in the distribution system of public medical institutions in our country are too low value orientation, unreasonable distribution factors and too small pay scale. (2) The core content of the reform of distribution system in our country should be to improve the value orientation of medical personnel, improve the distribution of factors, and appropriately widen the income gap; follow the principle of equality, fairness and comparability, normal replenishment and effective restraint; establish post salary as the main body Wage structure should include four parts: basic salary, post salary, annual salary and performance salary. The basic salary accounts for 21.0%, the post salary occupies 47.3%, the annual salary is 6.5% and the performance salary takes 25.2%. We will establish a mechanism for restricting the total amount of wage distribution and impose a special distribution policy on high-level technical personnel, high-level management personnel and the legal representatives of public medical institutions. (3) should set the knowledge and skills-oriented job wage elements of the system. The task force has set up salary ranks of 16 levels and 9 levels of medical institutions, and then uses the average score of civil servants’ posts and the current income to simulate and calculate the salary levels of staff and workers in medical institutions. The national average level of annual salary ranges from 4039.10 yuan to 75792.70 yuan Do not wait.