我国公立医疗机构职工收入分配制度研究概述  

Project Summary of Study on Wage System of Public Hospitals in China

作　　者：罗力[1] 王环增[2] 张闽元[2] 宋峻[2] 段勇[2] 张爱莉[3] 高解春[4] 常军 张为佳 陈海娟[7] 姚震涛[7] 毛庭龙 马红兵 孙明[9] 周锦颢[10] 杨保利[11] 花庆华 刘昕[13] 马安宁[14] 张晓乙 陈政 李路勇[3] 郭杏雅[16] 黄慧玲[17] 杨小川[18] 王卫华 郝模[1] 

机构地区：[1]复旦大学卫生发展战略研究中心,上海200032 [2]卫生部人事司,北京100044 [3]北京医院,北京100730 [4]复旦大学附属眼耳鼻喉科医院,上海200031 [5]人事部工资福利与离退休司事业处,北京100013 [6]国家中医药管理局人事司,北京100044 [7]浙江省卫生厅人事处,浙江杭州310006 [8]江苏省卫生厅人事处,江苏南京210008 [9]江西省卫生厅人事处,江西南昌330046 [10]湖南省卫生厅人事处,湖南长沙410008 [11]陕西省卫生厅人事处,陕西西安710061 [12]四川省卫生厅人事处,四川成都610041 [13]中国人民大学组织与人力资源研究所,北京100872 [14]潍坊市卫生局,山东潍坊261041 [15]上海市卫生协会,上海200040 [16]浙江大学医学院附属邵逸夫医院,浙江杭州310016 [17]广东省中医院,广东广州510120 [18]北京广安门医院,北京100053 [19]上海东方医院,上海200120

出　　处：《中国医院管理》2006年第1期14-15,共2页Chinese Hospital Management

基　　金：国家杰出青年基金(批号:79925002;负责人郝模);卫生部科研基金;复旦大学金苗基金资助项目

摘　　要：文章介绍“我国公立医疗机构职工收入分配制度研究”项目立题背景、目的、经费来源、调查内容、样本收集方法和主要结果。该项目选用政策制定科学程序作为指导性研究方法,旨在明确我国公立医疗机构职工收入分配制度中存在的焦点问题,论证焦点问题的根源、作用机制,研制针对根源的政策思路和改革策略。围绕着研究目标,回顾了1022篇相关文献,咨询了38位专家,调查了463所各级各类公立医院的人、财、物基本情况,以及117392名医院职工的基本信息和收入,调查了2511位领导和3328位职工的意向。研究结果表明:(1)我国公立医疗机构分配制度存在的关键问题是价值定位过低、分配要素不合理和薪酬级差过小。(2)我国分配制度改革的核心内容应当是,提高医疗机构人员的价值定位、完善分配要素、适当拉开收入差距;遵循平等、公平可比、正常增资和有效约束的原则;建立岗位工资为主体的工资结构,工资结构组合应当包括基本工资、岗位工资、年功工资和绩效工资四部分,基本工资占21.0%,岗位工资占47.3%,年功工资占6.5%,绩效工资占25.2%;要建立工资分配总额约束机制,对高层次技术人才、高层次管理人才以及公立医疗机构法定代表人实行特殊的分配政策。(3)应设定知识和技能为主导的岗位工资要素体系。课题组建立了16个等级、9个级别的医疗机构岗位工资序列,进而利用公务员岗位平均得分和当前收入模拟测算了医疗机构职工岗位工资水平,各等级年工资全国平均水平从4039.10元到75792.70元不等。This paper introduced the project of “ study on wage system of public hospitals in China” in brief, including background, objectives, funding resources, researching objectives, sampling methods and results summary. This project aimed at nailing down the key problem existed in wage system of public hospitals in China, demonstrating the reasons and mechanism of core problem, developing feasible policy idea and strategy,This project reviewed 1 022 papers, consulted 38 specialists, investigated the basic information and income of 463 hospitals and 117 392 employees, and surveyed the intention of 2 511 leaders and 3 328 workers of sample hospitals. There are the study results as following： （1） the core problems existed in the current wage system of public hospitals were lower fixed wage. irrational factors to calculate wage. and smaller wage gap.（2） the critical reform content would be to increase fixed wage, to rationalize factors to calculate wage and to expand the wage gap,The principle of equity, fairness. normal increase of wage and effective restriction to total wage should be put into practice. The components of wage structure should included basic wage, post wage, age wage and performance wage. The percentage of basic wage. post wage, age wage and performance wage in total wage would be respectively 21.0%, 47.3%, 6,5%, 25.2%.Some specital polices should be implemented for specialists, key managers and the representative of public hospitals in law. （3） the factor system to calculate post wage should give priority to the factors of knowledge and skill.The post wage system of public hospitals which could be divided into 16 grades and 9 levels had been established to simulate the post wage of all kinds of post in public hospitals.The post wage varied from ￥ 039,10 to ￥75 792.70 in the context of whole country.

关 键 词：公立医疗机构 分配制度 政策 

分 类 号：R197.2[医药卫生—卫生事业管理]