疾控机构激励性绩效工资可行性探讨  

Discussion on possibility of incentive performance salary in disease control institutions

作　　者：邓辉萍[1] 侯万里[1] 赵志广[1] 李玲[1] 

机构地区：[1]深圳市疾病预防控制中心,广东深圳518055

出　　处：《中国公共卫生管理》2014年第6期821-823,共3页Chinese Journal of Public Health Management

摘　　要：2009年起中国疾病预防控制机构陆续开始实施绩效工资,但具体实施过程中存在诸多问题,如绩效工资分配与员工个人绩效并不挂钩;公共卫生工作构成复杂,工作指标难以量化;从事复杂脑力劳动的专业人员和管理者的绩效很难有直接测量等。故提出一种"激励性绩效工资"的新思路,即选择对全体员工具有普遍激励作用、需要激发员工积极性的工作进行测量,以测算结果为依据分配一部分绩效工资。文中一并列出了具体的计算方法、指标体系及分值,为进一步促进疾控机构绩效考核工作的开展提供参考和借鉴。Since 2009 China has implement performance salary in the Centers for Disease Control and Prevention, but there are many problems, such as performance salary has little relationship with the workload of the staff, the indicators of public health are complicated which are hard to measure, and the performance of professionals and administrative staff are hard to measure directly, etc. To solve these problem, we introduce a new method of “incentive performance salary”, to selects and measures the indicators of incentive work, to give out a part of the performance salary base on the results. This paper provides the computing methods, indicator system and scores, to provide references for the performance evaluation of CDCs.

关 键 词：公共卫生 绩效工资 指标 

分 类 号：R19[医药卫生—卫生事业管理]