摘要
绩效工资事关医院各个群体的切身利益,是医院管理的重中之重。笔者用"直接比例法"作为绩效工资分配的工具,首先阐述了公立医院核算收入与核算支出的归集;其次分类设计了临床、医技、门诊等科室普通医护人员以及科室管理人员、院领导、行政管理人员的绩效工资分配方法;然后从经济效益、工作效率及工作量、收入结构优化、公益性等方面对新绩效工资实施效果进行评价,并分析了直接比例法的优缺点,希望对医院管理实践提供一些理论上的参考。
Performance pay is related to the vital interests of the various groups in hospitals, it is the priority among priorities of hospital management. The article is based on ＂ direct proportion method＂ as a tool for the distribution of performance pay. At first, it states the collection of accounliqg income and expenditure in public hospitals. Secondly, classify design the performance pay allocation to the staffs of clinic, medical technical, outpatient and other departments, as well as administrative staffs and hospital leaders. Finally, evaluates implementation effect to new performance pay from economic benefit, work efficiency and work quantity, income structure optimization and public welfare, analyzes the advantages and disadvantages of direct proportion method, and propose several optimizastion ideas and action.
出处
《卫生软科学》
2016年第1期42-45,共4页
Soft Science of Health
关键词
直接比例法
绩效工资
分类设计
公立医院
direct proportion method, performance salary, category design, public hospital
