| |
|
|
| |
| 投稿时间： 2015-03-27 最后修改时间： 2015-05-13 摘要点击次数: 3168 全文下载次数: 1813 |
| |
| 引用本文：杜学礼, 许速, 许铁峰,等.上海市医务人员薪酬制度的现状、问题及改革建议[J].中国卫生政策研究,2015,8(8):4-9 |
|
| 杜学礼1, 许速2, 许铁峰2, 倪艳华2, 冷熙亮2, 陈璐2, 高广文2, 付晨2 |
1. 上海市卫生发展研究中心, 上海 200040;
2. 上海市卫生和计划生育委员会, 上海 200125 |
| 基金项目:上海市政府发展研究中心决策咨询类专项课题(2014-Z-M03) |
| |
|
| | 摘要:建立科学规范的薪酬制度,是健全激励约束机制、调整优化生产关系、产生改革"红利"的关键措施,也是当前医改的一项重要内容。为建立适应卫生行业特点的医务人员薪酬制度,本文对2010-2012年上海市卫生事业单位薪酬水平进行调查,分析了现行绩效工资政策存在的主要问题。在此基础上,从适应卫生行业特点角度出发,通过建立医务人员薪酬水平与社会平均工资的联动机制,初步构建了包括全面预算管理、理论工作量核定、人员核定、绩效考核分配、行业内结构比例、分配资金管理等的医务人员薪酬制度框架,形成了上海市医务人员薪酬制度的理论框架。 | |
|
|
关键词:医务人员 绩效工资 薪酬制度
|
| |
| The status quo, problems and reform proposals on salary system of medical personnel in Shanghai |
| DU Xue-li1, XU Su2, XU Tie-feng2, NI Yan-hua2, LENG Xi-liang2, CHEN Lu2, GAO Guang-wen2, FU Chen2 |
1. Shanghai Health Development Research Center, Shanghai 200040, China;
2. Shanghai Municipal Commission of Health and Family Planning, Shanghai 200125, China |
| |
|
| | Abstract:The establishment of a scientific salary system is a key measure to improve the incentive and restraint mechanisms, adjust and optimize the relations of the production, release the reform "bonus", and is also an important health care reform today. In order to establish a scientific salary system of medical personnel adapting to the health industry characteristics, the paper makes an investigation on the salary level in the years of 2010-2012 in Shanghai, and analyzes the main problems of the present performance pay policy. On this basis, starting from the point of the health industry characteristics, the paper builds the salary system of medical personnel containing the comprehensive budget management, theoretical workload for approval, authorized personnel, performance appraisal and distribution, structural proportion within the industry, fund distribution management through the establishment of the salary level's average wage and social linkage mechanism, and builds a theoretical framework on salary system of medical personnel in Shanghai. | |
|
|
|
|
