摘要
目的建立切实可行的医院行政管理人员绩效分配办法,以发挥管理乘数效应、增强转型发展后劲、实现医院战略目标。方法运用岗位评价技术,评价不同行政岗位价值,形成岗位间相对价值序列,与绩效分配挂钩,并且利用基尼系数对不同行政岗位薪酬系数的分配进行公平性分析。结果以医院岗位价值评价为依据,引入“岗位薪酬系数”,初步建立医院行政人员绩效分配体系,得出院领导、中层正职、中层副职、处室人员的平均岗位薪酬系数分别是94.33、89.01、77.73和68.46。行政系列各部门平均岗位薪酬系数在71.11~64.77,党务系列各部门平均岗位薪酬系数在69.63~64.11。按不同类别行政人员2015、2017、2018、2019年平均岗位绩效奖计算得到基尼系数分别为0.2841、0.3130、0.2892、0.2916,在相对合理范围内。按全部工作人员2015、2017、2018、2019年度个人绩效最高月份的收入计算得到基尼系数分别为0.3154、0.3206、0.2895、0.3189,仍在相对合理范围内。结论行政岗位绩效分配应有据可依,拉开差距并合理体现,以促进行政人员的任务执行力和工作效率以及部门重点任务完成率不断提高。
Objective To build up a feasible performance-related salary system for administrative staff in hospitals so as to bring the management multiplier effect into full play,increase stamina in hospital transformation and development,and realize the strategic objective of hospitals.Methods The position evaluation technique was applied to evaluate the values of different administrative positions,thus forming relative value sequences among positions,which were related to performance-related salary distribution.A fairness analysis was conducted for salary coefficient distributions related to different administrative positions by introducing the Gini coefficient.Results Based on the evaluation of position values in hospitals,a“position-related salary coefficient”was introduced,and a preliminary performance-related salary distribution system was established.As a result of the above-mentioned evaluation,the average position-related salary coefficients of leaders from hospital’s headquarters,middle-level principals,middle-level deputies and department/office staff were 94.33,89.01,77.73 and 68.46,respectively.The average position-related salary coefficients for all the administrative departments/offices were between 71.11 and 64.77,and those for all the Party affairs departments/offices were between 69.63 and 64.11.The Gini coefficients calculated based on the average performance-related salaries for different types of administrative staff in 2015,2017,2018 and 2019 were 0.2841,0.3130,0.2892 and 0.2916,respectively,which fell within the relatively reasonable range.The Gini coefficients calculated based on the highest personal performance-related salary month for all staff members in 2015,2017,2018 and 2019 were 0.3154,0.3206,0.2895 and 0.3189,respectively,which also fell within the relatively reasonable range.Conclusion The performance-related salary distribution for administrative positions should be evidence-based,with gaps widened and within relatively reasonable ranges,so as to promote the continuous upgrading of th
作者
夏葳
李文进
田毓华
XIA Wei;LI Wenjin;TIAN Yuhua(Section of Performance and Cost,Shanghai First People’s Hospital,Shanghai 200080,China)
出处
《中国卫生资源》
北大核心
2020年第3期275-278,共4页
Chinese Health Resources
基金
上海申康医院发展中心管理研究项目(2019SKMR-16)。
关键词
岗位价值
岗位评价
绩效分配
绩效管理
行政管理人员
基尼系数
position value
position evaluation
performance-related salary distribution
performance management
administrative staff
Gini coefficient
