[1]吴静娜 王志强 邵宇群.县域医共体模式下薪酬制度改革实践与研究[J].中国卫生质量管理,2020,27(01):127-130.[doi:10.13912/j.cnki.chqm.2020.27.1.32]
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县域医共体模式下薪酬制度改革实践与研究
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《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

卷:
第27卷
期数:
2020年01期
页码:
127-130
栏目:
人力资源与绩效
出版日期:
2020-01-28

文章信息/Info

作者:
吴静娜 王志强 邵宇群
苏州大学附属常熟医院/常熟市第一人民医院
关键词:
医共体; 薪酬; 年薪制; 改革
Keywords:
Medical Alliance;  Salary;  Annual Salary System;  Reform
DOI:
10.13912/j.cnki.chqm.2020.27.1.32
摘要:
薪酬激励机制是公立医疗机构改革实践中最重要的领域之一。依据资源整合理论，组建县域医共体模式。医共体模式下薪酬制度改革作出突破，主要体现在增加薪酬总量核定，重新调整薪酬结构,提高奖励性绩效工资分配比重，建立完善绩效考核机制，合理拉开薪酬差距，积极探索院长年薪制等。
Abstract:
Salary incentive mechanism is one of the most important fields in the reform of public medical institutions. Based on the theory of resource integration, the mode of county medical alliance was established. Breakthroughs had been made in the salary system reform under the medical alliance model, mainly reflected in the increase of total compensation approval, the readjustment of the compensation structure, the increase of the distribuction proportion of incentive performance salary, the establishment and improvement of the performance appraisal mechanism at all levels of the medical alliance, the reasonable payment gap, and actively exploring the dean's annual salary system.

参考文献/References:

［1］方洁.分级诊疗改革背景下的医联体薪酬管理研究［J］.现代医院管理,2018,16(6):69-72.

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更新日期/Last Update: 2020-01-28