Many units now implement the performance-based pay system in the health system, but there are many problems with the performance-based pay system in the health system. The following is a carefully recommended list of problems with performance pay in the health system. I hope it will be helpful to you. The problem of performance-based pay in the health system
The performance-based pay in education is mainly very administrative, and the income for the New Year's Eve is known from the first day of the new year. People have no hope at all. It is a very typical big pot meal. . At the time of the People's Commune, the work-point method was also adopted, and the results of its implementation were known to the people across the country. Fortunately, the workload of teachers is relatively fixed and does not change much. This method of total performance salary control can also be implemented reluctantly. However, the workload of medical and health units is not fixed throughout the year and will change greatly. If the total salary is set at the beginning of the year, there will be endless consequences. I think there is an essential difference between performance-based pay in health and education, and it cannot be administrativeized. Medical staff should be encouraged to work more and get more, but not to pay more and get more. We should not only encourage their enthusiasm and solve the problem of people's difficulty in seeing a doctor, but also prevent large-scale disasters. A large-scale inspection of prescriptions will reduce the burden of medical treatment on the masses. Methods for implementing performance pay in the health system
1. Scope of implementation
(1) The scope of implementation of this reform plan for the income distribution system of public institutions is limited to the following units as of July 1, 2006 Registered official staff.
Education, health, and scientific research institutions.
Culture, art, sports, news, publishing, radio, film and television institutions.
Agriculture, forestry, water conservancy, aquatic products, animal husbandry, and veterinary institutions.
Transportation, ocean, geological survey, surveying, meteorology, and seismic institutions.
Social security, social welfare, inspection and quarantine, environmental protection, environmental sanitation, landscaping, real estate management, materials ⒈ganranfangノARC?BRgt; Public institutions with independent accounting affiliated to agencies and groups.
Various societies, associations, foundations, and regulatory agencies included in the business establishment.
Other public institutions.
(2) Public institutions that have been approved to be managed with reference to the Civil Servant Law, public institutions affiliated to various types of enterprises, and enterprises affiliated to public institutions with independent accounting accounts are not included in the scope of this reform of the income distribution system for public institutions.
2. Implementation of job performance salary system
(1) Implementation of job salary
1. Professional and technical personnel.
Professional and technical personnel shall implement corresponding salary standards according to the professional and technical positions they are currently employed. The specific method is: when hiring personnel in senior professional and technical positions, the salary standards for level one to level four positions shall be followed. Those who are employed under the salary standards for first-level positions must be approved by the Ministry of Personnel; The salary standards for positions up to level seven; those employed in intermediate professional and technical positions are subject to the salary standards for levels eight to ten; those employed in assistant-level professional and technical posts are subject to the salary standards for levels eleven to twelve; those employed at the staff level Personnel in professional and technical positions shall follow the salary standards for level 13 positions.
Before public institutions set up professional and technical positions in accordance with relevant national regulations and complete job recruitment, the salaries of professional and technical personnel are temporarily implemented according to the following methods: Those employed as senior professional and technical positions will implement the salary of level four positions. Standards; those employed as deputy senior professional and technical positions shall follow the salary standards for level 7 posts; those employed as intermediate professional and technical posts shall follow the salary standards for level 10 posts; those employed as assistant level professional and technical posts shall follow the salary standards for level 12 posts Salary standards; personnel employed in professional and technical positions at the staff level shall comply with the salary standards for level 13 positions. After the standardized job setting is completed and approved according to regulations, professional and technical personnel will implement corresponding job salary standards according to clear job levels.
2. Managers.
Managerial personnel shall implement corresponding position salary standards according to the position they are currently employed (appointed position).
The specific methods are: those who are hired in full-time positions at the ministerial level are subject to the salary standards for first-level staff positions; those who are hired into deputy ministerial-level posts are subject to the salary standards for second-level staff positions; those who are hired into full-time posts at the bureau level are subject to the salary standards for third-level staff positions. Salary standards for staff positions; those employed in full-time positions at the department level shall be subject to the salary standards for level five staff positions; those employed at deputy level posts shall be subject to the salary standards for level six staff positions; those employed in full-time positions at the department level shall be subject to the salary standards for level seven staff positions. The salary standards for grade-level staff positions; those employed in department-level deputy positions shall be subject to the salary standards for grade-8 staff positions; those employed in section staff positions shall be subject to the salary standards for grade-9 staff positions; those employed in clerk positions shall be subject to the salary standards for grade-10 staff positions. Position salary standards.
3. Workers.
Workers are subject to corresponding post wage standards based on their current position (technical level or position). The specific measures are: those employed in senior technician positions shall be subject to the salary standards for technical workers' first-level positions; those employed in technicians' positions shall be subject to the wage standards for technical workers' second-level positions; those employed in senior technician's positions shall be subject to the salary standards for technical workers' level three Position wage standards; those employed in intermediate positions shall be subject to the wage standards for technical level 4 positions; those employed at entry-level positions shall be subject to the wage standards for technical level 5 positions; employment shall be inflated? The state formulates management regulations for the establishment of posts in public institutions to manage the total number of posts, structural proportions, and the setting of the highest post level. Each region and department shall formulate implementation opinions based on the actual conditions of the region and department and submit them to the Ministry of Personnel for filing. Each public institution shall implement the total number of positions, structural proportions and the highest position level approved by the competent department in accordance with national regulations and the implementation opinions of its region and department. Regulations on the management of job establishment in public institutions shall be formulated separately by the Personnel Department.
(2) Implementation of salary scales and wages.
Staff will change the corresponding salary scale according to their own years of change, tenure and position, combined with their work performance (Appendices 1 to 3).
The number of years of reform refers to the number of years of work and the number of years of study in school that are not calculated as seniority. The number of years since 1993, except for the probationary period, that do not count the annual assessment or fail to pass the assessment must be deducted. . The study time in school that is not calculated as seniority of service refers to the study time in full-time colleges and universities with nationally recognized academic qualifications that are not calculated as seniority of service (only applicable to this reform of the distribution system and does not involve the calculation of seniority of service). The time of studying in school is based on the academic system stipulated by the state. If it is shorter than the national academic system, it will be calculated according to the actual years of study; if it is longer than the national academic system, it will be calculated according to the national academic system.
The length of service refers to the number of years calculated from the year of employment to the current position.
The calculation of the conversion period and tenure period ends on June 30, 2006.
If the staff’s salary according to the current position is lower than the salary according to the position one level below the employee, the salary can be changed to the position one level below, and the currently employed position will be changed. The tenure of the position is combined with the tenure of the lower-level position.
When staff are hired from higher-level positions to lower-level positions, this change can combine the tenure of the original position and the current position.
If the salary of a staff member determined according to the reform method is lower than the salary of a new employee with the same academic qualifications who becomes a regular salary grade, the salary standard of a new employee with the same academic qualifications who becomes a regular salary grade will be applied.
(3) Implementation of performance pay.
The state implements total regulation and policy guidance on the distribution of performance wages in public institutions.
Each region and department shall formulate implementation methods for performance-based wage distribution in accordance with relevant national policies and regulations and in conjunction with the actual conditions of the region and department.
Within the total amount of performance wages approved by the superior authorities, public institutions shall adopt flexible and diverse distribution forms and methods in accordance with standardized distribution procedures and requirements, and independently decide on the distribution of performance wages within the unit.
Performance salary distribution should be based on the actual performance and contribution of staff, and the gap should be reasonably widened.
(4) Implementation of subsidies and subsidies
Improve the subsidy system for difficult and remote areas. Establish a scientific and reasonable evaluation index system for the scope and categories of subsidies for hardship and remote areas, and establish a normal growth mechanism for the level of subsidies for hardship and remote areas and a dynamic adjustment mechanism for the scope and categories of implementation. A plan to improve subsidies for difficult and remote areas will be formulated separately.
Standardize the management of allowances and subsidies for special positions. Special position allowances will be provided to those who work in hard, dirty, tiring, dangerous and other special positions in public institutions. The state uniformly formulates special post allowance and subsidy policies and standardized management methods, stipulates the items, standards and implementation scope of special post allowances and subsidies, clarifies the conditions for adjusting and creating new special post allowances and subsidies, and establishes a dynamic management mechanism. Except for the State Council and the Ministry of Personnel and the Ministry of Finance authorized by the State Council, no region, department or unit may establish special post allowance subsidy projects, expand the scope of implementation, and improve standards on its own.
3. Implementation of salary classification management
For public institutions engaged in public welfare services, different performance salary management methods shall be implemented according to the different types determined by the classification reform of public institutions. Specific measures will be formulated separately by the Ministry of Personnel and the Ministry of Finance.
Before the new classification method for public institutions and the regional additional allowance system are introduced, for public institutions whose funding sources are mainly financed by financial allocations, the total performance salary will be temporarily based on the basic salary amount and specifications of the staff in December of the previous year. The subsequent allowances and subsidies are approved; for public institutions whose funding sources are partially supported by financial support and which are self-financed, the total performance salary can be higher by a certain margin respectively.
The total performance salary of a public institution should be determined based on the completion of the unit’s public welfare goals and tasks and the performance appraisal results. For public institutions that have completed public welfare goals and tasks well and have excellent assessments, the total performance salary will be increased appropriately; for public institutions that have not completed public welfare goals and tasks well and have poor assessments, the total performance wages will be reduced accordingly.
For public institutions with intensive knowledge and technology and high-level talents, appropriate preference can be given when determining the total amount of performance-based wages.
IV. Normal salary adjustment methods
(1) Normally increase salary levels.
Starting from July 1, 2006, staff whose annual assessment results are qualified and above will have their salary increased by one level every year, and it will be implemented from January of the next year.
(2) Measures for salary adjustment for personnel whose positions change.
After a staff member’s position is changed, the salary standard for the newly hired position will be implemented from the next month of the change. The position salary is determined according to the newly hired position, and the salary grade is determined according to the following method:
When hired from a lower-level position to a higher-level position, the original salary grade salary is lower than the starting salary grade of the newly hired position. , the starting salary for the newly hired position will be implemented, and the salary will not be increased normally in the second year; if the original salary reaches the starting salary for the newly hired position, the salary will remain unchanged.
When adjusting from a higher-level position to a lower-level position, the salary grade and salary remain unchanged.
If there is a change between professional and technical positions, management positions, technical positions and general worker positions, the salary grade and salary will be re-determined based on the newly hired position and the personnel with the same conditions.
(3) Adjust basic salary standards.
The state adjusts the basic salary standards for staff in public institutions in a timely manner based on factors such as economic development, financial conditions, wage levels of equivalent employees in enterprises, and price changes. The adjustment of basic salary standards is uniformly deployed by the state, and specific plans are drawn up by the Ministry of Personnel and the Ministry of Finance and implemented after being submitted to the State Council for approval.
(4) Adjust the allowance and subsidy standards.
The state shall timely adjust the subsidy standards for hardship and remote areas in accordance with the needs of economic development and financial growth and the need to control regional wage and income gaps; and shall timely adjust the subsidy standards for special positions based on the financial situation and preferential policies for special positions.
5. Incentive and restraint mechanism for allocation of high-level talents and main leaders of the unit
(1) Incentive measures for allocation of high-level talents.
1. Academicians of the Chinese Academy of Sciences, academicians of the Chinese Academy of Engineering, and first-class talents who have made significant contributions to the country shall, upon approval, implement the salary standards for first-level professional and technical positions.
2. Special government subsidies will continue to be provided to experts, scholars and technical personnel who have made outstanding contributions.
3. Give varying degrees of one-time rewards to outstanding talents who have made important contributions to my country's economic construction and social development by undertaking major national scientific research projects and engineering construction projects. Specific measures will be formulated separately.
4. Gradually establish a special allowance system for high-level talents in public institutions in basic research, strategic high-tech research and important public welfare fields. Establish a national insurance system for important talents. Specific measures will be formulated by the Bank of China.
5. For some high-level talents who are in short supply or urgently need to be introduced, flexible and diverse allocation methods such as agreed wages and project wages can be implemented with approval. Specific measures will be formulated separately.
(2) Incentive and restraint mechanism for income distribution of the main leaders of public institutions.
The state formulates guidance on the income distribution of the main leaders of public institutions, selects qualified public institutions to conduct pilot projects, and explores the establishment of an incentive and restraint mechanism for the income distribution of the main leaders of the units. Government personnel, finance and other departments shall formulate income distribution methods for the main leaders of public institutions, and reasonably determine their income levels based on assessments, so that the income of the main leaders of public institutions is linked to the social and economic benefits and long-term development of the unit, and the income of the main leaders of public institutions is regulated. distribution, and strengthen supervision and management. On the basis of the pilot, the incentive and restraint mechanism for income distribution of the main leaders of public institutions will be continuously improved.
6. Strengthen macro-control of income distribution
(1) Establish a wage-level management system.
The state is mainly responsible for formulating the income distribution system, policies and wage standards of public institutions, providing policy guidance and macro-management of the income distribution of various public institutions, and rationally regulating the income levels of public institutions between regions and departments; All regions and departments are mainly responsible for implementing the income distribution policies of public institutions and organizing their implementation, regulating the income levels of public institutions in their respective regions and departments, and strengthening the supervision and management of income distribution of public institutions.
(2) Improve the income distribution control policy
The state formulates guidance on the distribution of performance wages in public institutions and management methods for part-time salary of staff, and improves the income of public institutions that can be used for staff The fund management policy for income distribution includes the salary income of staff within the scope of national control and standardizes the order of income distribution.
(3) Strengthen the management of wage income payment
Public institutions should set up special account books for accounting management in accordance with the "Accounting Measures for Wages and Allowances and Subsidies in Administrative Institutions". The income distributed to staff by public institutions shall be included in the special accounting books and shall not be recorded as expenditures outside the accounts. Public institutions must establish personal salary bank accounts for staff, and salary payments must be made in the form of bank cards. In principle, cash payments are not allowed.
(4) Strict income distribution discipline.
After the new income distribution system comes into effect, all regions, departments and public institutions must strictly implement national policies and regulations, and are not allowed to directly or directly outside the national income distribution policy and wage expenditure channels. Allowances, subsidies and bonuses are distributed in disguised form. All regions and relevant departments must, in accordance with their own management authority and functions, strengthen supervision and inspection of the implementation of income distribution policies of public institutions, comprehensively use legal, economic and administrative means, intensify the investigation and punishment of policy violations, and resolutely put an end to The government has multiple branches and funding channels are chaotic, and the seriousness of the income distribution policy must be maintained.
7. Salary benefits for newly hired personnel
(1) The salary standards for probationary period for new school graduates are: 570 yuan for junior high school graduates, 570 yuan for high school graduates, and 570 yuan for technical secondary school graduates. RMB 590 for graduates, RMB 655 for college graduates, RMB 685 for undergraduate graduates, undergraduate graduates with double bachelor's degrees (including undergraduate graduates with a schooling period of more than six years), graduates from graduate classes and those without a master's degree Degree graduate students 710 yuan.
After the probationary salary period expires, the above-mentioned personnel shall implement the corresponding position salary standards according to the professional and technical positions or management positions they are employed. The salary grade shall be determined according to the following method: junior high school graduates shall implement the 1st grade salary Standard, high school and technical secondary school graduates are subject to the 2-level salary standard, college graduates are subject to the 5-level salary standard, undergraduate graduates are subject to the 7-level salary standard, and undergraduate graduates with double bachelor's degrees ( Including undergraduate graduates who have studied for more than six years), graduates of graduate classes and graduate students who have not obtained a master's degree, the 9-level salary standard is implemented.
The initial salary standard for graduate students with a master's degree is 770 yuan, and the initial salary standard for graduate students with a doctoral degree is 845 yuan. After clarifying the position, the corresponding position salary standards will be implemented according to the professional and technical positions or management positions to be hired. The salary levels will be based on the 11th and 14th level salary standards respectively.
Graduates from college, technical secondary school or above who go to difficult and remote areas or work in key areas of national poverty alleviation and development can be promoted to regular grades in advance, and their salary will be set at a higher level of 1 to 2 when they become regular graders? BRgt; (2) For new workers, the apprenticeship and proficiency period systems shall be implemented. The wages and benefits during the apprenticeship and proficiency periods, as well as the graded wages and benefits after the expiration of the apprenticeship and proficiency periods, are determined by the people's governments of each province, autonomous region, and municipality directly under the Central Government.
(3) For other newly hired personnel whose positions have been clarified, the salary will be determined based on the position they are hired for, and the salary grade and salary will be determined based on those with the same conditions; if the position is not clarified, the salary will be determined by the unit based on the actual situation. its wages and benefits.
8. Relevant policies
(1) The job salary and salary scale of primary and secondary school teachers and nurses will be increased by 10%.
(2) For agricultural and forestry science and technology personnel working in grassroots units below the county level, continue to follow the "State Council approved the Ministry of Labor and Human Resources, the Ministry of Agriculture, Animal Husbandry and Fisheries, the Ministry of Forestry, and the Ministry of Finance on strengthening the front-line science and technology team in agriculture and forestry" The provisions of the "Notice on the Report" (Guofa [1983] No. 74) shall be implemented.
(3) For retired military cadres, their post wages and salary levels will be changed according to their current positions (positions). If the current position is lower than the original position in the army when the employee transferred to another job, the salary will be adjusted according to the position corresponding to the current salary and benefits.
(4) Retired athletes who work in public institutions will have their salary changed according to their current position (position). The salary grade will be based on the position they are employed with reference to their original sports subsidy level and the salary of people with the same conditions. Level determined.
(5) For this capital increase, the proportion of allowances in the original salary composition of public institutions will be calculated based on 30%. The part of the unit salary composition that has a higher allowance ratio than 30% will be included in the total performance salary after the reform; the part of the special position salary composition that has an increased proportion will be temporarily retained and will be gradually included in special position allowances and subsidies in the future.
(6) Unemployed or deferred employment contract personnel of public institutions shall participate in the reform of the income distribution system. The specific measures shall be determined by each region and department.
(7) Personnel who have been awarded honorary titles such as model workers and advanced workers at or above the provincial or ministerial level, and whose salary levels have been set at a high level according to national regulations since the wage system reform in 1993, still retain the honor, their salary will be The salary can be set at an appropriate high level.
9. Organization and Implementation
This time the revenue distribution system for public institutions will be organized and coordinated by the Ministry of Personnel and the Ministry of Finance for the public institutions in Beijing affiliated to the departments of the Party Central Committee and the State Council, and the implementation will be organized and implemented by each department. .
Local public institutions and public institutions outside Beijing affiliated to the Central Committee of the Party and the central departments of the State Council (except for a few departments) shall be uniformly organized and implemented by the people's governments of the provinces, autonomous regions, and municipalities directly under the Central Government where they are located. The people's governments of each province, autonomous region, and municipality directly under the Central Government shall formulate specific measures for the reform of the income distribution system of collectively owned public institutions in cities and towns above the county level.
Each region and department shall formulate specific implementation opinions based on the Implementation Measures of the "Reform Plan for the Income Distribution System of Staff in Public Institutions" and the actual situation of the region and department, and submit them to the Ministry of Personnel , Ministry of Finance for approval. Measures for calculating performance wages in health centers
1. Guiding ideology and purpose: Guided by the spirit of the Fifth Plenary Session of the 17th CPC Central Committee and the Scientific Outlook on Development, in accordance with? It is conducive to mobilizing the enthusiasm of health personnel and conducive to rural areas The development of health services is conducive to solving the problem of difficult and expensive medical treatment for the masses. It implements an incentive distribution mechanism based on work quantity and work quality, and takes into account the principle of multi-factor participation in distribution. Encourage employees to work hard to promote the rapid development of the unit and provide high-quality medical and health care services to the people of the town.
2. Basic Principles
(1) Follow the principle of ensuring basic salary, performance appraisal and maintaining stability.
(2) Follow the principle of getting paid according to work, giving priority to efficiency and taking into account fairness.
(3) Follow the principle of setting up posts according to the situation and determining responsibilities based on the posts.
(4) Follow the principle of performance accounting as the mainstay and post subsidy as the supplement.
(5) Follow the principle of comprehensive target assessment and truly reflect work performance.
(6) Follow the principle of determining expenditure based on revenue, balancing revenue and expenditure, making overall plans and ensuring key points.
(7) Follow the principle of "quality assessment and attendance-linked".
3. Performance salary composition.
Based on the performance salary standards approved by the County Labor Bureau, it is divided into two parts: basic performance and incentive performance based on the actual situation of our hospital.
1. Basic performance part. Complete basic attendance at the health center and abide by various rules and regulations, and receive a basic performance component, which is equal to the file performance salary minus 500 yuan.
2. Rewarding performance part. After completing the job tasks approved by the health center, based on the assessment of work quantity and work quality, and scoring 90 points, a full performance incentive of 500 yuan will be issued. (Under and above standards are allowed).
4. Incentive performance salary calculation.
(1) Work quantity accounting (100 points)
1. Basic task volume of each department.
The monthly business income of resident doctors reaches 20,000 yuan, the monthly business income of outpatient doctors reaches 8,000 yuan, the monthly business income of the laboratory reaches 6,000 yuan, the B-ultrasound room reaches 1,500 yuan, and the radiology department reaches 1,500 yuan. Yuan business income, the operating room's business income reaches 3,000 yuan, and the nursing department's per capita business income reaches 5,000 yuan, 5 points are awarded for every 1,000 yuan increase in business income above, and 5 points are deducted for every 1,000 yuan decrease in business income; pharmacy, fees, logistics, task volume For the hospital's business income of 160,000 yuan, 5 points will be awarded for every 10,000 yuan increase, and 5 points will be deducted for every 10,000 yuan decrease.
2. Performance calculation of rewards for each department.
(1) Clinical Department: Surgery (an average of 100 yuan per case) is 4.5 points, assistants are 1.5 points; inpatient examinations are 0.18 points each time, and auxiliary examinations are (an average of 15 yuan/time) ) 0.3 points, oxygen infusion 0.05 points per hour, hospitalization 0.2 points per bed day, outpatient examination 0.09 points each time, Chinese herbal medicine treatment 1 point each time (costing 50 yuan each time), acupuncture, physiotherapy, traction, massage, acupuncture The traditional Chinese medicine treatment is 0.8 minutes per time (calculated as 10 yuan/time), and the ECG monitoring is 0.15 minutes per hour. 2 points for each patient admitted and 1 point for each patient managed (requires Class A medical record).
30% of the total assessment score of the clinical department is extracted as a public portion, of which 10 points are subsidized for each qualified person, and the rest is evenly distributed according to attendance; the remaining 70% is converted according to the individual assessment score.
(2) Nursing Department: 0.36 points per day for first-level care, 0.24 points per day for second-level care, 0.06 points per day for third-level care; 0.36 yuan per intravenous infusion (after deducting consumables) 6 yuan per time (average calculation), 0.1 points for each intramuscular injection, skin test, and intravenous injection; 0.2 points per bed day for management, 0.05 points per hour for oxygen infusion, 0.15 points per hour for ECG monitoring, and complete a discharge Class A medical record 1 point. After the assessment is summarized, the general department will subsidize 10 points for each qualified person, and the rest will be evenly distributed based on attendance.
(3) Pharmacy Department: 0.1 points for each dispensing of Western medicine and Chinese patent medicines, 0.5 points for each dispensing of herbal medicines (an average of 50 yuan each time). Other hospitalization charges are 0.1 points each time (an average of 50 yuan each time). The total assessment score is calculated to the individual based on attendance.
(4) Toll room: The fee is 0.035 cents each time (an average of 50 yuan each time), and rewards are given to individuals based on their attendance.
(5) Medical Technology Department: 0.4 points for each X-ray, 0.4 points for radiation subsidy
(an average of 20 yuan each time); 0.24 points for an electrocardiogram; B-ultrasound is 0.4 points each time (based on an average of 20 yuan each time); each test is 0.3 points (based on an average of 15 yuan each time).
(6) Surgical supply room: The surgical supply room is 1.5 points per operation (calculated based on an average of 100 yuan).
(7) Cooking and laundry room: 4 points for attendance and ensuring the completion of tasks every day,
It can fluctuate by 20 points based on the monthly food and kitchen hygiene evaluation, and it can fluctuate by 20 points based on the monthly laundry The quantity and quality fluctuate by 20.
3. Special position subsidies.
(1) Cooperative Medical Care: Hospitalization reimbursement is subsidized by 5 yuan per person, including 1.5 yuan for reviewers, 1.5 yuan for financial cashiers, 1 yuan for writing fee lists, and 1 yuan for review and summary reimbursement. Outpatient reimbursement auditors receive 0.2 yuan for each joint treatment reimbursed (mainly based on payment terms), the financial cashier receives a fixed monthly subsidy of 60 yuan, and the review and summary reimbursement receives a monthly fixed subsidy of 30 yuan. The combined treatment outpatient reimbursement subsidy is 0.2 yuan each time.
(2) Social medical insurance: Hospitalization reimbursement handling staff will receive a subsidy of 10 yuan per person, a total subsidy of 10 yuan per person for case reporting, management, and billing, and financial reimbursement personnel will receive a subsidy of 1.5 yuan per person. Yuan.
(3) Public health management: Public health personnel must obey the unified management of the entire hospital, conscientiously complete the tasks of the superior business guidance department, and fulfill all the duties according to the year-end assessment rankings of the superior business department. Annual incentive performance salary, the top eight will receive full incentive performance salary, with awards of 2,400 yuan, 2,100 yuan, 1,800 yuan, 1,500 yuan, 1,200 yuan, 900 yuan, 600 yuan, and 300 yuan respectively. The last eight will deduct 1,600 yuan, 1,400 yuan, 1,200 yuan, 1,000 yuan, 800 yuan, 600 yuan, 400 yuan, and 200 yuan respectively.
(4). Nursing worker: The monthly basic salary is 600 yuan, which may fluctuate by 100 yuan depending on the quality of the work.
(5) Position allowance: The dean has a monthly allowance of 100 yuan, and the deputy dean has a monthly allowance of 60 yuan; the department director has a monthly allowance of 50 yuan, and the deputy director has a monthly allowance of 40 yuan.