The implementation of performance pay is a concrete measure to implement the reform of the national wage system, is to deepen the reform of the income distribution system of institutions. The implementation of hospital performance pay must be closely integrated with the reform of the personnel system of the hospital and strengthen the construction of the talent team. Now, take a look at the following two articles on hospital performance pay allocation program!
Hospital performance pay allocation program
First, the general principles
To increase the hospital distribution system reform efforts to further mobilize the enthusiasm of employees to work in ensuring that the value of state-owned assets value-added, in the context of the state, hospitals, employees, the interests of the three prerequisites to the growth of employees' income with the unit of economic growth, and correctly handle the situation. Synchronized growth of economic benefits, the correct handling of the relationship between accumulation and distribution, according to Yunnan Province in 20xx on the "reform of the income distribution system of public institutions staff approach" in the implementation of the spirit of pay for performance, combined with the actual situation of the hospital, the development of my hospital pay for performance allocation program.
Second, the guiding ideology
Hospital distribution system reform in the implementation of full-cost accounting based on performance and contribution, adhere to the priority of performance, taking into account the fairness, the implementation of the principle of distribution according to the work, more work more pay, the delineation of small accounting units, reflecting to the first line and the special positions of the moderate tilt, and strive to stimulate the enthusiasm of the entire workforce, initiative and creativity, and to stimulate the internal vitality of the hospital. Improve the staff's sense of ownership, shaping the quality as the core, performance standardized management of the operating mechanism, and effectively promote the overall construction of the hospital and sustainable and rapid development.
Third, the policy based on
Yunnan Province in 20xx on the "reform of the income distribution system of the staff of institutions," the second part of the article (d) of the implementation of performance pay regulations:? Performance pay is a living part of the salary composition of the institutions, the state of the performance pay allocation of institutions to implement the total amount of control and policy guidance. Institutions within the total amount of performance pay approved by the higher authorities, in accordance with the standardized distribution procedures and requirements, to adopt flexible and diverse forms and methods of distribution, and independently decide on the distribution of performance pay in the unit?
The total amount of performance pay: according to article 38 of the document "On the handling of relevant issues in the reform of the income distribution system of the institutions in our province" in the document of Yun Gong Reform [20xx] No. 3: ? Before the introduction of the classification method and the system of regional additional allowances in the institutions, the total amount of performance pay is approved according to the amount of the basic salary of the staff in December of the previous year, the allowances and subsidies approved by the province for unified implementation or the allowances and subsidies after standardization. Among them, the original salary composition of the proportion of allowances in accordance with national regulations higher than 30% (40% of the differential appropriation unit) of the part of the unit in absolute terms into the total amount of performance pay.
Fourth, the basic principles
The basic principles of performance pay is: full-cost accounting, balance of income and expenditure, total regulation.
Performance pay is based on cost accounting. It is mainly a form of distribution through the department's control of income and expenditure to reduce medical costs, improve the rate of return, and combined with the quantity and quality of work. Its core is based on the department's per capita income and expenditure balance, according to the department's contribution to the hospital's economic benefits as well as social benefits to the distribution, not only taking into account the quantity and quality of the department's work, but also taking into account the medical ethics and medical ethics, as well as the value of the various costs consumed, which encourages the department must be carried out to increase revenues and reduce expenditures, mentioning the quality of healthcare care in order to obtain the income as a prerequisite for the reflection of the per capita balance is maximized; control of cost expenditures. Enhance the department's cost consciousness. In order to maximize the per capita balance, the department must reduce the number of staff to increase efficiency; enhance the department's awareness of investment risk, the department to increase equipment, must consider the return on investment.
1, the implementation of full-cost accounting, income minus expenditure (including hospital and logistics management operating cost sharing) part of the balance in the accounting unit allocation, according to the per capita income and expenditure balance of a certain percentage of performance pay. When the balance of income and expenditure is negative, all from the fixed salary deductions, until the deduction to the financial difference to make up for.
2, the hospital on the clinical departments do not issue any economic task indicators, according to the actual balance of income and expenditure performance pay.
3, performance pay to cancel from the file salary deduction as part of the performance appraisal to participate in the revitalization of the distribution.
4, to the department and the individual as the basic accounting unit;
5, quality assessment and departmental efficiency linked;
Hospital performance pay allocation program model
The implementation of performance pay is to implement the specific measures of the national wage system reform, is to deepen the reform of the income distribution system of the important institutions. Content. The implementation of performance pay, must be closely integrated with the reform of our personnel system and strengthen the construction of the talent team; must be closely integrated with the internal vitality of the hospital to help stimulate the mobilization of staff motivation, to improve the income of our employees; adhere to the priority of performance, taking into account the principle of fairness, the implementation of the principle of distribution according to the work, the principle of more work, combined with the actual situation of the hospital, to develop the hospital's performance pay distribution program.
First, basic performance pay:
According to the national wage reform documents, ? The original proportion of allowances is 30% higher than the state regulations, the set of reforms in absolute terms into the total amount of unit performance pay, and continue to be issued in accordance with the original distribution method ? Our hospital according to the employee's original higher 10% of the absolute amount of directly into the employee's salary account, issued on a monthly basis.
Second, incentive performance pay:
Implementation of cost accounting, adhere to the performance priority, taking into account the fairness, the implementation of the principle of distribution according to work, more work more pay. By the Audit Section to develop the section benefit performance allocation principles, the development of clinical departments, medical and technical departments benefit performance accounting methods and administrative and logistical departments quality assessment system. Accounting on a monthly basis, distributed in sections, and cashing in rewards every two months. Each section of the development of personal performance accounting methods, according to personal performance accounting to the employees themselves.
Third, allowance performance pay:
To better strengthen talent management, is conducive to the emergence of top talent, the formation of the ability to go up and down, the ability to enter and exit the talent incentive mechanism, the hospital implemented the ? Carrot? Talent incentive project. Carrot? Talent project selection of A, B, C, three classes, every year assessment and selection. A stipend of 8000 yuan / month, B 4000 yuan / month, C 2000 yuan / month, monthly into the elected personal account;
In order to motivate nursing workers to inherit, carry forward the spirit of Nightingale, to promote the healthy development of nursing talent team in the nursing series to carry out? Nightingale? Talent selection activities. Nightingale? Talent selection is divided into A, B and so on, A 800 yuan / month, B 600 yuan / month. The company's business is a very important part of the company's business, and it's a very important part of the company's business.
In order to attract talents, encourage the staff to study business, and promote the staff's continuing education, the staff who have obtained a master's degree will be given a master's degree allowance of 1000 yuan/month, which will be credited to the personal account on a monthly basis.
In order to encourage the staff to love the hospital and actively participate in the management of the department, which is conducive to the management talents to play their talents. In the hospital to implement the appointment system of middle-level cadres, an annual assessment, a year of appointment. Issued by the middle cadres job allowance, hospital level 600 yuan / month, 500 yuan / month, deputy section level 300 yuan / month, the head nurse 400 yuan / month, deputy head nurse, head technician, officer 200 yuan / month, monthly personal account.
The above allowance performance pay is not repeated, according to the principle of the higher.
Fourth, performance appraisal:
All hospital workers must establish the wholeheartedly for the people's service to the people's thinking, abide by professional ethics, adhere to the patient-centered, emphasize the construction of medical ethics, set up a daytime make image. Strictly abide by labor discipline, obey the hospital management.
? Carrot? Talent,? Nightingale? Talent, middle-level cadres must conscientiously fulfill their duties, improve management and academic level, and play an exemplary leading role.