New changes in the salary of public hospitals: the maximum performance of performance does not exceed 20%

For medical professionals for reading reference

If the performance assessment is D (unqualified), all salary is reduced.

In a province, the salary level of the hospital and the "national examination" scores are officially bound! Outstanding national exams, the highest performance wages increase by not more than 20%!

Recently, the Department of Human Resources and Social Security of Qinghai Province issued the "Implementation Opinions on Deepening the Reform of the Public Hospital's Salary System" (hereinafter referred to as the "Implementation Opinions"). The method of salary level is determined, emphasizing the reasonable opening of the income gap, truly worked hard, and takes into account the guarantee and incentives.

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Picture from: Qinghai Province Human Resources and Social Security Department

The national exam is upgraded, and the maximum performance of performance will not exceed 20%

Under the "command stick" that promotes high -quality development of public hospitals, the performance reform results of hospitals are connected to the salary system of medical staff.

The "Implementation Opinions" issued by Qinghai Province stipulates that there are three basis for approval of the performance salary and total of public hospitals: one is the performance wage regulation line, the second is the level of performance salary of the hospital last year, and the third is the national hospital's performance of the hospital's performance to the hospital's performance to the hospital's performance. Assessment results (four equal times a, b, c, d).

In accordance with the specific rules of the "Implementation Opinions", public hospitals can be divided into two categories -hospitals that have not reached the regulatory line of performance wages in the previous year and hospitals that have exceeded the control line.

Among them, hospitals that did not reach the regulating line of performance wages did not reach the regulation line in the previous year.

Compared with the previous year, the performance assessment can increase the performance and salary level of 20%of the annual average salary level of 20%of the annual average annual salary of public institutions in the province;

Although the performance assessment and other times have not been improved, the evaluation score is increased compared to the previous year, and the performance wage level can be increased at a amplitude of no more than 10%;

The performance assessment score decreased compared to the previous year, in principle, the level of performance wages did not increase.

For hospitals with the level of performance wages in the previous year, the hospital that has exceeded the regulation line,

Compared with the previous year, the performance assessment can increase the performance and salary level of 10%of the annual average salary level of 10%of the annual average annual salary of public institutions in the province;

Although the performance assessment and other times have not been improved, the evaluation score is increased compared to the previous year, and the performance wage level can be increased at a amplitude of no more than 5%;

The performance assessment score decreased compared to the previous year, in principle, the level of performance wages did not increase.

For public hospitals such as unqualified performance assessment, regardless of whether the level of performance wages exceeds the regulatory line, the performance wage level is reduced by the average annual salary level of 3 % -5 % of the annual average annual salary level of the province.

From the adjustment method of the above salary level, it can be seen that the secondary occupation of the secondary occupation of the hospital's performance assessment is also an important reference for the gap between the reward performance salary. Especially for salary reduction, the national examination is D as a one -vote veto item.

In addition to the assessment of medical institutions, in order to reflect the technical labor value of individual medical personnel, the "Implementation Opinions" also specifically mentioned that the total performance salary has implemented a dynamic additional mechanism. For the performance expenditure of the transformation of scientific and technological achievements in public hospitals and scientific and technological achievements, the performance expenditure extracted from scientific research project funds is not limited by the total performance salary.

Set the upper limit,

Determine some performance salary according to the hospital level

The latest actions of the salary reform in Qinghai Province are around how to determine the performance wages of the nuclear increase.

The total salary of public hospitals is divided into two parts:

First, the salary allowance subsidy implemented by the provincial institutions, which are approved in accordance with the projects and standards stipulated by the state and the province;

The second is the performance salary of nuclear increases. The human resources and social security and financial departments of the same level are verified according to the characteristics of the medical and health industry, and the performance wage control line of the public hospital is approved.

The "Implementation Opinions" states that the regulation line of public hospitals this year will be determined according to the hospital level. The regulation of the nuclear performance salary of the third -level public hospital is determined by 50%of the annual average salary level of the province's public institutions in the previous year; 40%of the level.

The "medical community" found on the official website of the Qinghai Provincial Bureau of Statistics that the average annual salary of the employment of non -private units in Qinghai Province in 2021 was 109,346 yuan. According to the above provisions, the per capita annual salary of the public hospital's public hospital's nuclear performance rose between 43,738-54,673 yuan.

Flexible allocation, focusing on the departments that the masses urgently need

The regulation and control of the total salary is set. The "Implementation Opinions" states that the hospital has fully allocated autonomy.

Institutional level: The hospital can explore the implementation of the flexible and diverse distribution forms such as the annual salary system, the salary system, the agreement of the agreement, and the project salary system, and gradually establish the salary system that reflects the duties of job responsibilities and knowledge.

At the level of post: fully reflect the differences in medical, protection, technical, medicine, management and other positions during the internal distribution, take into account the balance between different departments, focus on clinical first -line, key and scarce positions, high risk and high -intensity positions, high -level talents, talents, talents, high -level talents, and high -level talents, and talents, high -level talents, talents, high -level talents. The backbone of the business and the outstanding contributions are inclined. At the same time, the professional tilt of the people in urgent need and the shortage of professional talents, and strives to make the salary level of professional doctors such as pediatrics, obstetrics, emergency, and infection departments in comprehensive hospitals is not lower than the average salary of hospital doctors.

It is reported that the implementation scope of this round of Qinghai's salary system reform is the staff of public hospitals at all levels in the province.In response to the gap between the income between various hospitals at all levels, the "Implementation Opinions" shows that it is necessary to appropriately tilt to the ethnic medical hospitals and specialist hospitals, and coordinate the income relationship between public hospitals, public health institutions, and grass -roots medical and health institutions.

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Source: medical tank in the medical world

Author: Wang Xiao

School pair: Zang Hengjia

Responsible editor: Wan Shunshun

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