First, the general principles
In order to increase the reform of the hospital distribution system, to further mobilize the enthusiasm of the staff, in order to ensure the preservation of the value of state-owned assets and value-added, in the interests of the state, hospitals, staff, the three prerequisites, so that the growth of the staff's income growth and the unit of the synchronization of the growth of economic benefits, and correctly deal with the accumulation of the relationship between the distribution of the province of yunan. 20xx on the "reform of the income distribution system of the staff of institutions" in the implementation of the spirit of performance pay, combined with the actual situation of our hospital, the development of our hospital performance pay distribution 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 hospital's overall construction and sustainable and rapid development.
Third, the policy basis
Yunnan Province in 20xx on the "reform of the income distribution system of the staff of institutions," the second part of the implementation of the performance pay (4) of the provisions of the "performance pay is a living part of the payroll component of the institutions, the state of the performance payroll distribution of the institutions to implement the total amount of control and policy guidance. Within the total amount of performance pay approved by the superior department in charge, the institutions shall, in accordance with the standardized distribution procedures and requirements, adopt flexible and diversified forms and methods of distribution, and independently decide on the distribution of performance pay in the institution."
Total amount of performance pay: according to the document of Yun Gong Reform [20xx] No. 3, "On the Reform of Relevant Issues in the Reform of the Revenue Distribution System of Institutions in the Province", Article 38 of the "Treatment Opinions" stipulates that "performance pay is a living part of the salary component of the institutions. Handling Opinions", Article 38 stipulates: "Before the introduction of the classification method and the regional additional allowance system 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 standardized allowances and subsidies. 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 payroll are: full-cost accounting, balance of income and expenditure, total regulation.
Performance pay is based on cost accounting. Mainly through the department's control of income and expenditure to reduce medical costs, improve the rate of return, and work with the quantity and quality of a form of distribution. 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 staff to increase efficiency; enhance the department's investment risk awareness, 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 it.
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, section and individual as the basic accounting unit;
5, quality assessment and section efficiency linked;
Hospital performance pay allocation program model
The implementation of performance pay is to implement the reform of the national wage system is a concrete measure to deepen the reform of the income distribution system of institutions. The implementation of performance pay in our hospital, 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, improve the income of our staff; 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 distribution of performance pay program in our hospital.
First, the basic performance pay:
According to the national wage reform documents, "the original proportion of allowances in accordance with the national provisions of the higher 30% of the part of the set of reforms in absolute terms into the total amount of the unit performance pay, and according to the original distribution methods continue to be issued". Our hospital according to the original higher 10% of the absolute amount of employees 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 principles of distribution of the section benefits and performance, the development of clinical departments, medical and technical departments benefits and 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 department to develop the department's personal performance accounting methods, according to personal performance accounting to the employees themselves.
Third, subsidized performance pay:
In order to better strengthen talent management, and is conducive to the emergence of top talent, the formation of the incentive mechanism for talent to be able to go up and down, can be in and out of the talent incentive mechanism, the hospital implemented the "carrot" talent incentive program. The "carrot" talent project is divided into A, B, C, etc., and is evaluated and selected once a year. A stipend of 8,000 yuan / month, B 4,000 yuan / month, C 2,000 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 the nursing talent team in the nursing care series to carry out the "Nightingale" selection of talent activities. "Nightingale" talent selection is divided into A, B and so on, A 800 yuan / month, B 600 yuan / month. The election will be credited to the personal account of the person elected on a monthly basis.
In order to attract talents, encourage the staff to study business and promote the staff's continuing education, the staff who have obtained master's degree will be issued with master's degree allowance of 1000 yuan/month, which will be credited to their personal accounts 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 one-year 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.
1. Ordinary employee performance appraisal evaluation form template (two) 2. Enterprise employee performance appraisal self-evaluation model (three) 3. Company employee performance appraisal rating form a complete 4. Financial funds project performance evaluation self-assessment report model 5. How to write a project special funds performance self-assessment report (two) 6. Employee performance appraisal rules and regulations for the trial model (three) 7. Project annual performance appraisal self-assessment Report model (three) 8.Project expenditure performance evaluation self-evaluation report model (three) 9.Short self-evaluation of the company's employees in terms of work performance (two) 10.Short self-evaluation of the company's individual work performance strengths and weaknesses (three)
Fourth, performance assessment:
All hospital staff must establish the wholeheartedly for the people's service to the people's thinking, abide by the professional ethics, insist on the Patient-centered, emphasizing the construction of medical ethics and medical style, set up the image of the daytime. Strictly abide by labor discipline, obey the hospital management.
"Carrot" talent, "Nightingale" talent, middle-level cadres must conscientiously fulfill their duties to improve the management level and academic level, play an exemplary role.
Violation of "medical ethics", violation of labor discipline and "carrot" talent management measures and other provisions of the hospital, in accordance with the relevant management rules and regulations to deduct the corresponding performance pay.