构建知识导向型的公立医疗机构职工收入分配制度  

Establishing Knowledge-oriented Wage System for Public Hospitals in China

作　　者：王颖[1] 罗力[1] 谢洪彬[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23-25,共3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：为了解决我国公立医疗机构现行分配制度存在的价值定位偏低、分配要素不合理、薪酬级差偏小3类关键问题,通过广泛查阅国内外相关文献,在借鉴英美两国公立医疗机构职工收入分配制度的基础上,结合我国国情,设计出知识导向型的职工收入分配模式,同时组织专家、医疗机构领导和职工进行论证,最终建立了包括岗位工资为主体的工资结构、知识要素为主导的岗位工资分配要素体系,等级分明的岗位工资序列、工资分配总额约束机制、特殊人才特殊对待等在内的知识导向型的公立医疗机构分配制度。In order to resolve three problems existed in the wage system for pulbic hospitals in China, including lower fixed wage, irrational factors to calculate wage, and smaller wage gap, this project team collecting all the available literatures on this subject at home and abroad, used wage systems of U,S,A, and U.K, in public hospitals for reference and took Chinese situation into account, designed knowledge-oriented wage system for public hospitals in China. Experts, leaders and workers of sample hospitals were organized to demonstrate the system. Finally, the project team developed the expected wage system, which included post-wage-centered wage structure, knowledge-oriented factors influencing post wage, clear post wage degrade sequence, restriction system for public hospitals＇ wage total amount, inspiring system for talents and the representive of public hospital in law, etc.

关 键 词：公立医疗机构 分配制度 知识导向 

分 类 号：R197.2[医药卫生—卫生事业管理]