(For reference only)
According to the Notice of the Ministry of Personnel on the Implementation Measures for the Reform of Staff Income Distribution System in Public Institutions (No.59 [2006] of the Ministry of Personnel), The Ministry of Finance and the Ministry of Health) and the Notice on Printing and Distributing the Implementation Opinions on the Reform Scheme of the Staff Income Distribution System of Public Institutions (No.59 [2006] of the Ministry of Personnel)11,and the Implementation Opinions on the Reform of the Staff Income Distribution System of Public Institutions in Guizhou Province (No.45 [2006] of the Ministry of Personnel) In order to deepen the reform of medical and health personnel system and distribution system, we have established a working mode based on the nature of work, technical content and risk degree, and the quantity and quality of services. The comprehensive target management responsibility system, which takes service efficiency, service quality and people's satisfaction as the main contents, fully mobilizes the enthusiasm and creativity of the cadres in the hospital and embodies the value of outstanding talents. The Council decided to formulate the performance salary distribution scheme of Pingzhuang Health Center as follows:
First, the guiding ideology will further improve the quality and efficiency of hospital medical services and improve the social benefits of hospitals by further improving the performance pay (comprehensive target management system) assessment method; Optimize resource allocation and improve economic benefits through cost accounting and control; By deepening the reform of the distribution system in health centers, the post performance wage mechanism will be gradually established to fully mobilize the work enthusiasm and labor creativity of all kinds of personnel.
Second, the basic principle of assessment distribution 1, adhere to the principle of two-level assessment and comprehensive target assessment of hospital group, and truly reflect the work performance. 2. Adhere to the principle of ensuring balance. The growth of personal income is lower than that of health centers to ensure balance. 3. Adhere to the principle of distribution according to work, giving priority to performance and giving consideration to fairness, tilt to clinical frontline and departments with high technical risks, emphasize technology, performance, responsibility and contribution, and tilt to key post training and outstanding talents. 4. Adhere to the principle that performance-based wage distribution is not linked to drug income or directly linked to department income.
Third, the assessment unit assessment unit is divided into five series: clinical (2 posts), nursing (2 posts), administration (1 post), preventive maintenance (2 posts) and pharmacy (2 posts).
Four. Appraisers: in-house staff and supernumerary staff. V. The assessment contents mainly assess the service quantity, service quality (efficiency) and service behavior of each assessment post. Four indicators of balance of payments. (1) Service quantity assessment: evaluate the work completion (departmental objectives and task performance) from the perspective of post work results. The main assessment units are the number of outpatient visits, the number of people receiving treatment, the number of people discharged from hospital, the number of beds actually occupied, the number of operations, the number of medical examination and treatment, the number of prescriptions for drug deployment, and the completion of related tasks by administrative and logistics departments. (2) Service quality evaluation: from the perspective of the demonstrated ability in the work process. This paper mainly investigates the rate of medical documents, the coincidence rate of admission and discharge diagnosis, the success rate of critical illness, the rate of errors and accidents, the rate of specimen submission, ward management, disinfection and isolation management, holistic nursing, basic nursing and the accuracy of various report data. (3) Service behavior evaluation: refers to the awareness and efforts of employees in their work. Mainly check the compliance with laws and regulations and hospital rules and regulations, the implementation of the core medical system, attendance, medical charges and drug price policies, clean medical practice and the implementation of various measures to facilitate and benefit the people. (4) Balance of payments assessment: mainly assess the balance of payments, per capita accumulation and other indicators of each unit. (V) Assessment of negative indicators: assessment of negative indicators: medical accidents (one-vote veto) and medical ethics (one-vote veto).
Verb (abbreviation of verb) evaluation method (1). Percent assessment of service quantity, service quality (efficiency), service behavior, balance of payments and other indicators shows that service quantity accounts for 15%, service quality accounts for 15%, balance of payments accounts for 60%, and service behavior accounts for 10% (adjust the proportion of the four assessment items according to the actual situation).
Intransitive verb post performance pay (1) Salary composition: 1. The staff in the staff consists of two parts: the basic salary stipulated by the state and the post performance salary. Basic salary is the sum of post salary and salary scale salary, and post performance salary is various floating wages and various subsidies. Post performance pay is divided into two parts; ; Fixed part (40% of post performance salary) and performance appraisal part (60% of post performance salary). The fixed part is paid monthly with the salary, and the assessment part is paid according to the performance appraisal. 2. Part of the business income of the unit is included in the total performance salary for assessment and payment. 3. The salary of non-staff personnel consists of fixed salary and performance salary. Fixed salary is the sum of post salary and salary scale salary. (2) Distribution arrangement order of health centers: The internal distribution expenditure of health centers is divided into five major items, which are arranged in the following order every month. If you can't achieve the balance of payments in the current month, you should reduce the distribution items in turn. The arrangement order in the distribution is the basis for determining the total reward. First: provision for career development fund (including repair and purchase fund). Health centers set aside 8% of their business income as a career development fund every month. Second, arrange social security expenditure. For example, there are three major insurances for hiring employees to go in and out of their posts: temporary insurance, funeral pension and living allowance for survivors. Third: Fixed wage expenditure by line. Such as post salary, age allowance, only child and so on. Fourth, arrange public expenditure. According to the size of the business workload, reasonable arrangements and strict control. Official expenses (office expenses, post and telecommunications expenses, travel expenses, etc.). ), business expenses (printing fees, utilities, business fuel fees, materials fees, transportation fees, training fees, conference fees, etc. ) and entertainment expenses shall be subject to cost accounting or quota management (dean's communication fee, etc.). ), the three expenditures of hospitals should generally be controlled below 65,438+00% of business income (the proportion in the first three years should be controlled below the average level). Fifth, arrange performance pay. Performance pay should be evaluated and paid.
Seven. Determination of post allocation coefficient According to the nature of post work, that is, different knowledge and skill requirements, responsibility risks and contribution, all posts in health centers are divided into clinical departments, nursing departments, administrative departments, pharmaceutical technical departments and preventive health care departments. In order to reflect the value difference of different positions and fairness, in each department, different positions in the same department are divided into different grades (A, B, D) according to the salary distribution of position evaluation. In order to reflect the personal value gap of employees with different abilities and levels in the same position and provide reasonable promotion space for employees, each level is divided into six salary scales from low to high, forming a hospital salary system.
Table 1:xx Health Center Job Type Job Performance Distribution Table Job Type Job Grade Job Coefficient Assessment Distribution Coefficient (A, B, C, D, E, F) Professional and technical post staffing: clinical post, preventive post, junior 13 resident1.1./KLOC. .05.950.9 Primary 12 level resident 0.8 Primary 1 1 level resident, intermediate 10 level attending physician 1.6438. 000000000006+0 level 4 of supernumerary nursing department. Third-level Pharmacist 0.85 Second-level Pharmacist 0.85 Management post of supernumerary administrative department level 9 (clerk level) Management post (dean) 1.0 Table 2: Basic salary standard of supernumerary employees in xx Health Center Post salary standard qualification salary scale standard annual salary scale standard annual salary scale standard annual salary scale standard annual salary scale standard annual salary scale standard middle year1kloc-0/kloc- 78 1 13 19 303 25 423 2 2 1 895 14 203 20。 323 26 443 3 329115 223 21343 27 463 Primary 2 620 4310143 22 363. 114517 263 23 383 29 503 level 4 550 6671216318 283 24 403 30 523.
Eight, the determination of performance pay
(a), the total hospital performance pay control = hospital performance appraisal part (performance pay can be paid)+financial payment post performance appraisal part (60% of post performance pay) (2), hospital performance pay = 8% of monthly business income, health development fund, repair fund-employee social security expenditure-employee fixed expenditure-public funds (medicine fees, low-value consumables).
Three, the way to reform the wage distribution system:
1. After the full-time employment system is implemented, all employees will enjoy the corresponding salary according to the newly hired positions (technical levels and positions) on the premise of creating jobs.
2. Those who are not employed after full employment will be paid wages to those who are not employed from next month, and the living expenses will be paid monthly during the waiting period, including the wages of the original technical posts. Waiting for the post personnel shall not enjoy the benefits of leaving the post, annual bonus, performance pay, etc.
3, after the implementation of the reform of the wage distribution system, the employee file wage standard is adjusted according to the national policy.
Four, the basic content of the county maternal and child health care station salary distribution: the wages of employees are composed of post (technical) salary, living allowance, health care allowance, post service salary, performance salary and other items. The source of funds for resignation salary is to withhold 50% of the employee's living allowance and the year-end bonus as the floating salary that will be cashed in the post target responsibility management assessment in that year.
Verb (abbreviation of verb) salary distribution and payment method 1. Basic salary payment: For all employees, the basic salary items are: basic post salary+living allowance 50%+ salary standard increase 10%+ policy subsidies (age care allowance, knowledge reward, off-site allowance, poor food, etc.). ), compiled and distributed on a monthly basis. 2. After-effect salary payment: according to the implementation plan of post target responsibility management assessment, 50% of the living allowance and finance will be withheld and the year-end bonus will be allocated, which will be linked to the completion of work tasks in the current year. After the end of the year-end assessment, after-effect wages will be paid according to the assessment results. If the employee is absent from work for 65,438+00 consecutive days or accumulated absenteeism exceeds 65,438+05 days; Employees who have accumulated sick leave for more than 6 months, personal leave for more than 3 months and personal leave for more than 5 months throughout the year are not entitled to the resignation salary of that year; Employees who are punished by demerits or gross demerits do not enjoy the resignation salary of the current year. 3. Extraction and distribution of performance pay: the source of funds for performance pay is to extract a part of the amount from the net income of medical and health work, and deduct 30% of the amount from the employee's living allowance every month to participate in the distribution of performance pay. According to the quality of employees' work, the economic value created and the reduced cost consumption, the payment standard of performance pay is determined. (1) The proportion of performance pay extracted from the net business income of each department is 25% of the net business income of the Medical and Health Department; Extract 20% from the net income of obstetrics and gynecology business; B-ultrasound room extracts 5% from business net income; Extract 5% from the pharmacy net income; 25% of the net income of laboratory business is regarded as the performance salary of laboratory technicians. (2) Promote the business work of relevant departments and arouse the enthusiasm of employees. 2% of the net income of laboratory test items, inspection fees and B-ultrasound issued by each department, and 0.5% of the net income of drug fees, as the performance salary issued by each department. (3) The calculation method of extracting performance pay from business income: the total income of the department's net income (minus all kinds of consumption (all kinds of materials, office supplies, telephone charges, utilities, etc. ) (Deduction) Drug income (Deduction) Various auxiliary inspection fees (Deduction) Health care allowance (Deduction) Night shift fee (Deduction) Overtime (Deduction) Surgery service fee (Deduction) Depreciation and maintenance fee of medical devices = = net income (4) Payment method of performance pay: The distribution of performance pay follows the basic principle of combining distribution according to work with distribution according to production factors, and performance pay is distributed to employees and their contributions according to first-class standards. First-class performance, first-class remuneration; More pains, more gains, less pains, no gains.
The employee's attendance assessment is combined with performance pay, which is assessed in the current month and paid in the current month. 1 performance pay standard: actual attendance days × distribution coefficient +30% living allowance = deserved performance pay stationmaster: performance pay paid accounts for1.2 of the average standard distribution coefficient of the whole station; Deputy stationmaster: the performance salary paid accounts for1.1of the average standard distribution coefficient of the whole station; Director of the Office: the average standard distribution coefficient of performance pay to the commission of the whole station1.05; Statistician and accountant: the performance salary paid accounts for1.0 of the average standard distribution coefficient of the whole station commission; Director of Health Care Department: the average standard distribution coefficient of performance pay to undergraduate commission1.2; Obstetrician: performance salary 65438+ undergraduate commission standard distribution coefficient 0.0; Child care doctor: the performance salary paid accounts for1.0 of the standard distribution coefficient of undergraduate commission; Director of obstetrics and gynecology: performance salary 65438+ undergraduate commission standard distribution coefficient 0.2; Obstetricians and gynecologists: performance salary 65438+ undergraduate commission standard distribution coefficient 0.0; Head nurse: performance pay is the standard distribution coefficient of undergraduate commission1.1; Nursing staff: the distribution coefficient of performance salary to undergraduate commission standard1.0; Person in charge of pharmacy: the performance salary paid accounts for1.1of the standard distribution coefficient of undergraduate commission; Drug administrator: the performance salary paid accounts for1.0 of the standard distribution coefficient of undergraduate commission; Chemist: 25% of the net income of inspection is regarded as the performance salary of the chemist; Toll collector: the performance salary paid accounts for 0.8 of the average standard distribution coefficient of the whole station commission; 2. If the department is absent due to improper personnel arrangement, it needs other departments to send personnel to replace it, and the average daily performance salary of the authorized department is deducted as the supplementary distribution of the performance salary of the substitute department. 3 extract performance-based salary accounting, accounting calculates the income and cost consumption of each department on a monthly basis, and calculates the net income of the balance of each department. According to the attendance assessment and distribution coefficient, calculate the performance pay that each department should distribute, and submit the income accounting, employee attendance and cash performance pay distribution to the webmaster for approval before issuing performance pay. 4 employees have been absent from work for 2 consecutive days this month, or accumulated 3 days this month; Those who have accumulated personal leave 10 days or sick leave 15 days this month will not enjoy the performance salary paid in that month. 5 to guide the work of maternal and child health care at the grass-roots level, and issue 20% living allowance. 4. Post allowance: The personnel who hold leadership positions in the station shall formulate post allowance payment standards in accordance with relevant policies and regulations. Webmaster: post allowance is 50 yuan every month; Deputy stationmaster: the post allowance is 30 yuan every month; Director (including head nurse): post allowance is 20 yuan every month; Person in charge of pharmacy: monthly post allowance 15 yuan. Post allowance is paid monthly. In case of technical accident, liability accident or error accident in the department, the post allowance of the person in charge of the relevant department shall be suspended in accordance with the provisions of the punishment implementation plan, and the performance salary of the month shall be deducted as appropriate. 5. If an employee has an accident, the performance salary of the responsible person and a certain amount of basic salary shall be deducted in accordance with the provisions of the punishment implementation plan to compensate the economic losses of the unit.