基层医疗卫生机构绩效工资实施情况研究  

Implementation of Performance Pay in Primary Health Care Institutions

作　　者：陈烈平[1,2] 林颖韬[1] 徐旭亮[3] 张兵[3] 黄曦[4] 方琳颖[1] 潘登[1] 

机构地区：[1]福建医科大学公共卫生学院,福建省福州市350004 [2]福建省职业病与化学中毒预防控制中心 [3]福建省卫生厅 [4]福建卫生职业技术学院

出　　处：《中国全科医学》2014年第4期381-384,共4页Chinese General Practice

基　　金：福建省社会科学项目:福建省基层医疗卫生服务能力建设研究(2011A044)

摘　　要：目的了解基层医疗卫生机构绩效工资实施现状,探讨实施过程中存在的问题。方法采用问卷调查方法对仙游、福鼎、建阳三个县(市、区)的175名基层卫生技术人员进行调查,同时采用半结构式访谈法对其中39人进行深入访谈,以了解绩效工资政策实施现状及存在的问题。结果有172人(98.3%)了解绩效工资政策,143人(81.7%)支持政策实施。实施绩效工资后,115人(65.7%)表示工资水平提高,86人(49.2%)表示积极性得到提高。但有68人(38.9%)认为绩效工资实施中存在分配未体现多劳多得,还存在津贴补贴发放减少、编外人员经费未落实等问题。结论应从完善工资稳定增长的财政保障机制、发挥奖励性绩效工资的激励作用、提高编外人员福利待遇、健全有利于人才向基层流动的优惠政策等方面完善绩效工资制度。Objective To describe the status of implementation of performance pay in primary health care institutions, and explore its influencing factors. Methods A questionnaire survey was conducted among 175 medical personnel in Xianyou, Fuding and Jianyang counties, and then, a semi - structured interview was performed for 39 of them. Results There were 172 persons （98.3%） who known the policy of performance pay, and 143 （81.7%） who supported the implementation of the poli- cy. After the implementation of performance pay there were 115 persons （65.7%） who said their income got increased, and 86 （49. 2% ） who expressed that their working enthusiasm was improved; however there were 68 （38.9%） who believed that the al- location of performance pay was unreasonable, allowance was reduced and the salary of supernumerary staff had not been guaran- teed. Conclusion It is necessary to improve the system of performance pay in improving financial security mechanisms for stable increase of salary, promoting the incentive of performance pay, increasing the wage and welfare of supernumerary staff, and strengthening the favorable policy for medical personnel to go to work with primary health care institutions.

关 键 词：基层医疗卫生机构 绩效工资 实施 

分 类 号：R197[医药卫生—卫生事业管理]