Health school job performance salary distribution plan

In accordance with the Notice on the Implementation Measures for the Reform of the Staff Income Distribution System of the Institutions and the Notice of the Ministry of Personnel, the Ministry of Finance, and the Ministry of Health on Printing and Distributing the Implementation Opinions of the Health Institutions on Implementing the Reform Plan for the Income Distribution System of Staff in Public Institutions and The spirit of the "Implementation Opinions on the Reform of the Staff Income Distribution System of Public Institutions in Guizhou Province", under the reform of the personnel system of health institutions, to deepen the reform of the medical and personnel system and the distribution system, to establish the nature of jobs, technical content and risks The overall objective management responsibility system is based on the degree of performance, service quantity and quality, and the comprehensive target management responsibility system based on service efficiency, service quality and public satisfaction. It fully mobilizes the enthusiasm and creativity of the cadres of the whole hospital and reflects the value of outstanding talents. After the study of the hospital council decided to formulate the performance of the Pingzhuang Health Center, the salary distribution plan is as follows:

First, the guiding ideology

By further improving the performance pay assessment method, improving the quality and efficiency of medical services in health centers, and improving the social benefits of health centers; optimizing cost allocation and economic efficiency through cost accounting and control; and deepening the reform of the distribution system of health centers, gradually The establishment of on-the-job remuneration, according to the performance of the reward mechanism, fully mobilize the enthusiasm of work and labor creativity of various types of personnel.

Second, the basic principles of assessment and distribution

1. Adhere to the principle of two-level assessment and comprehensive target assessment of the hospital group and truly reflect the performance of the work.

2. Adhere to the principle of ensuring balances. Personal income growth is lower than the income growth of health centers, in order to settle the balance and ensure the balance.

3. Adhere to the distribution according to work, give priority to performance, and take into account the principle of fair distribution. It is inclined to the departments with high clinical and technical risks, heavy technology, heavy performance, heavy responsibility, heavy contribution, and lean to Guanjian training and excellent talents.

4. Adhere to the principle that performance salary distribution is not linked to drug income and is not directly linked to departmental income.

Third, the assessment unit

The assessment unit is divided into five series: clinical, nursing, administrative, preventive, and pharmaceutical.

Fourth, the assessment object

The health center is hiring and hiring staff.

V. Assessment content

Mainly assess the service volume, service quality and service behavior of each assessment position. The balance of income and expenditure is four indicators.

Service volume assessment:

Evaluate the completion of work from the perspective of job results. The main appraisal unit is the number of outpatients, the number of patients admitted, the number of patients discharged from the ward, the actual number of beds occupied, the number of operations, the medical technology inspection and treatment of fishermen, the number of prescriptions for medicines and the related tasks of the administrative logistics department.

, service quality assessment:

Evaluate from the perspective of the ability demonstrated during the job process. Mainly assess the rate of medical file archives, the rate of diagnosis and acceptance of hospital admission, the success rate of critically ill patients, the incidence of error accidents, the rate of specimens sent, the management of wards, the management of disinfection and isolation, the overall care, the basic care, and the data of various reports. The rate is equal.

, service behavior assessment:

It is the level of awareness and effort of employees in their work. Mainly assess the compliance of laws and regulations and hospital rules and regulations, the implementation of the core medical system, attendance, the implementation of medical charges and drug price and price policies, the implementation of clean and honest medical treatment and various measures to facilitate the people and the people.

Assessment of income and expenditure balances:

Mainly assess the income and expenditure balance of each unit, per capita accumulation and other indicators.

Verdict indicator assessment:

Assessment of veto indicators: medical accidents, medical ethics.

V. Assessment methods

Percentage system assessment

Percentage assessment was carried out on indicators such as service volume, service quality, service behavior, income and expenditure balances, service volume accounted for 15%, service quality accounted for 15%, revenue and expenditure balance accounted for 60%, and service behavior accounted for 10%.

Six, post performance salary

The composition of salary: 1. The editorial staff consists of two parts: the basic salary and the post performance salary prescribed by the state. The basic salary is the sum of the post salary and the salary scale. The post performance salary is various floating wages and various subsidies. The post performance salary is divided into two parts; the fixed part and the performance appraisal part. The fixed part is paid monthly with the salary, and the assessment part is issued according to the performance evaluation. 2. A part of the unit business income is included in the total performance salary for assessment and issuance. 3. The salary of the hired staff consists of fixed salary and performance salary. Fixed wage is the sum of post and salary

, health center allocation arrangement order:

The internal distribution expenditures of the hospitals are divided into five major items, which are arranged in the following order in the following order. If the balance of payments in the current month cannot be achieved, the distribution items should be reduced in turn. The order of allocation is to determine the total amount of compensation.

First: Accrual Business Development Fund. The hospital provides a career development fund based on 8% of the business income each month.

Second: arrange social security spending. For example, the three major insurances, temporary staff insurance, funeral pensions and survivors' living allowances for employees employed in the post and editing.

Third: fixed wages by row. Such as the employment of staff salary, age allowance, only children.

Fourth: Arrange public expenditures. According to the amount of business workload, reasonable arrangements and strict control. The official expenses, business expenses and hospitality expenses are subject to cost accounting, or quota management is implemented. The expenditures of the three funds of the health center are generally controlled below 10% of the business income.

Fifth: Arrange performance payroll expenses. Performance pay is assessed and issued.

Seven, the determination of the post allocation coefficient

According to the nature of the job, that is, the knowledge and skill requirements, the responsibility risk, and the degree of contribution, all the jobs in the hospital are divided into clinical group, nursing grade, administrative grade, medicine skill grade, and defense grade. The value difference of the post and the fairness of the post. In each grade, according to the salary distribution of the post evaluation, the different positions in the same grade are divided into different grades, representing the relative difference of the post from high to low. In order to reflect the individual value gaps of employees with different abilities and levels in the same position and provide reasonable promotion space for employees, each grade is divided into six salary levels from low to high, forming a salary system for the hospital.

Table I:

Pingzhuang Health Center Post Performance Allocation Table

Job type

Employment type

Grade

Post rating

post

Post factor

Assessment partition coefficient

Professional and technical post

In the staff

Clinical grade

Anti-security grade

Primary thirteen

Resident

1.1

1.1 1.05 1.0 0.95 0.9

Primary 12

Resident

0.8

Elementary level 11

Resident

0.8

Intermediate ten

Attending physician

1.1

Non-staff

Nursing grade

Level four

Third level

nurse

0.9

Secondary

Nurse

0.9

Non-staff

Pharmacy grade

Four levels and three levels

Pharmacist

0.85

Secondary

Pharmacist

0.85

Management position

In the staff

Administrative grade

Nine level

Management position

1.0

Table II:

Outside staff of Pingzhuang Health Center

Basic salary standard table