我国社区卫生服务机构工作人员薪酬水平和增长趋势研究  

Analysis of the Status and Growth Trends of the Staff Salaries of the Community Health Service in Our Country

作　　者：刘彩玲[1] 张丽芳[2] 张艳春[2] 秦江梅[2] 

机构地区：[1]石河子大学医学院预防医学系,新疆维吾尔自治区石河子市832002 [2]卫生部卫生发展研究中心

出　　处：《中国全科医学》2014年第22期2561-2564,共4页Chinese General Practice

摘　　要：目的了解实施绩效工资后我国社区卫生服务机构工作人员的薪酬水平现状和变化趋势,为完善社区卫生人员绩效工资政策提供循证依据。方法利用2012年6月全国范围内(除西藏外)抽取的365所社区卫生服务中心工作人员工资数据,运用统计描述和方差分析进行薪酬水平的现状描述和趋势分析。结果 2011年我国社区卫生服务机构管理、技术、工勤人员总工资分别是5.76、5.44、4.95万元,其中三者基本工资的差异有统计学意义(F=9.28,P=0.000);2011年我国不同地区社区卫生服务机构工作人员总工资分别为6.01、3.80、4.38万元,东部最高、中部最低,三者津贴补贴、绩效工资收入差异有统计学意义(F值分别为8.53、57.34,P值分别为0.020、0.000);2009—2011年我国东中西部工作人员总工资和绩效工资均呈逐年上升趋势,其中西部均增速最快;2009—2011年差额拨款社区卫生服务机构人员工资年均增长速度(14.8%)高于全额拨款单位(2.6%)。结论实施绩效工资后,不同岗位人员绩效工资无差异;不同地区人员工资有差异,东部最高,西部增长速度最快;差额拨款单位较全额拨款单位工资增长速度快。建议:适度提高奖励性绩效工资占绩效工资总量比例;提高绩效工资总量核定水平,进行收支结余二次分配;建立人员自然的薪酬增长机制。Objective To analyze the status and growth trends of the staff salaries of the Community Health Service in our country related to the merit pay implementing, so as to provide an evidence - based basis for the policy improvement of the staff salaries. Methods According to the nationwide （ except Tibet ） staff salaries data extracted from 365 Community Health Service in June 2012, using statistical description and analysis of variance to describe its current status and analyze its growth trends. Results The total salary of the management, technologists and logistics workers of the Community Health Service in our country is 5.76, 5.44 and 4. 95 million respectively in 2011, and there was significant difference in the basic salary between the three workers （ F = 9.28, P = 0. 000） . The total salary of the Community Health Service staff in different areas of our nation is 6. 01, 3.80 and 4. 38 million respectively in 2011, the Eastern is the highest, and the central is the lowest, there were signifi- cant differences in allowance and merit pay between the three areas （F =8.53 and F =57. 34 respectively, P =0. 020 and P = 0. 000 respectively） . The total salary and merit pay of the three areas＇ staff showed an increasing trend from 2009 to 2011, and the Western increasing fastest. The average annual growth rate of the balance allocation affiliations （ 14. 8% ） is higher than the full allocation affiliations （2. 6% ） in Community Health Service from 2009 to 2011. Conclusion There was no salary difference between the posts; and there were salary statistical differences between the areas, the Eastern is the highest, and the Western increasing fastest; the growth rate of the salary in balance allocation affiliations is higher than the full allocation affiliations, with the merit pay implementing. Proposal： Increasing the incentive merit pay proportion of the total merit pay. Improve the authorize level for the merit pay, making secondary allocation of the balance of payments. Building the salary inc

关 键 词：薪酬水平 增长趋势 社区卫生服务机构 

分 类 号：R197[医药卫生—卫生事业管理]