CAJ | 학술논문

[目的]了解浙江省基层医疗卫生机构绩效工资制度实施状况及职工对绩效工资制度的评价。[方法]采用分层随机抽样的方法选取浙江省30家基层医疗卫生机构，采用自行设计问卷进行调查。[结果]绩效工资改革后，有83.0%的人觉得自己的工资无变化或减少了；有74.1%的人觉得对自己的出勤率无影响；对收入情况的感知上，横向与中学教师和公务员相比，有超过一半的调查对象觉得偏低很多；有48%的职工希望改行。[结论]绩效工资制度在实施过程中存在着总额核定不科学、激励性差、绩效考核不规范等一系列问题，应健全绩效工资总额增长机制、提高单位负责人绩效工资分配权限、建立完善的基层医疗卫生机构绩效考核及评价体系、提高负责人内部管理水平。
[목적]료해절강성기층의료위생궤구적효공자제도실시상황급직공대적효공자제도적평개。[방법]채용분층수궤추양적방법선취절강성30가기층의료위생궤구，채용자행설계문권진행조사。[결과]적효공자개혁후，유83.0%적인각득자기적공자무변화혹감소료；유74.1%적인각득대자기적출근솔무영향；대수입정황적감지상，횡향여중학교사화공무원상비，유초과일반적조사대상각득편저흔다；유48%적직공희망개행。[결론]적효공자제도재실시과정중존재착총액핵정불과학、격려성차、적효고핵불규범등일계렬문제，응건전적효공자총액증장궤제、제고단위부책인적효공자분배권한、건립완선적기층의료위생궤구적효고핵급평개체계、제고부책인내부관리수평。
s: Objective Explore the implementation situation and evaluation of primary health institutions performance pay system in Zhejiang province. Methods Selected 30 primary health institutions by stratified random cluster sampling. Adopted self-design questionnaire. Results After performance pay system reform, 83.0%staffs thought their salary had not any change and even decreased than before. 74.1%staffs thought that was not influence with their attendance rate. Half of them thought their salary was much lower than middle school teachers’ and civil servants’. 48%staffs hope to divert. Conclusions There were some problems in the process of performance pay system implementation such as total sum vouch was not science, encourage was poor and lack of standardization in performance assessment. It needs to perfect performance pay total sum growth mechanism, improve head’s distribution authority of performance wage. Establish perfect primary health institutions performance assessment and evaluation system. Raise the head’s internal management level.