ABSTRACT
In order to solve the drawbacks of egalitarianism,induced demand and ineffective incentive in the current distribution mode,the leverage of the salary mobilization and the hospital development is used to put forward the relative value of RBRVS as the theoretical guide to accounting the medical service project,and to establish doctor post value and comprehensive goal assessment system.Finally,a salary distribution model for doctors in county-level hospitals based on doctors' workload post value and comprehensive goals assessment will be formatted,which will reflect public welfare and incentive mechanism.
ABSTRACT
The reform experiences of physician fee system ( PF ) practiced at a hospital in Nanjing were analyzed to come up with key influencing factors to make the reform a success,including income level,income makeup and income equity.Most noteworthy of the authors' points was income equity,proposing such reforms as target physician salary and inter-departmental balance,especially the two key factors of implementing the price target factor and inter-departmental balance.Their efforts aim at exploring a brand new idea and successful experiences in making PF system a success in China's hospitals.
ABSTRACT
The compensation system of public hospitals in China failed to fully reflect the characteristics of the industry and the value orientation of knowledge.Based on the outside justice,inside justice and individual justice of the equity theory,from the perspective of the compensation system reform of public hospitals,it put forward specific policy recommendations,including rationally determine the salary level of public hospitals,optimize the salary structure of public hospitals,implement the autonomy of public hospitals and comprehensively promote the personnel system reform.
ABSTRACT
Reasonable and effective compensation and incentive mechanism is key to maintaining and stimulating incentives of the staff.By means of defining the main problems and defects in the current hospital compensation system in China,performance management is used as the cornerstone for designing the public hospital compensation and incentive mechanism.Resource-based relative value scale(RBRVS) assessment system is called into play to build a compensation management system,which features workload as the basis,technical competency and risk assessment as the reference and balance scorecard as the means.This can build a fair,scientific and reasonable salary distribution system and performance evaluation system,which maximize incentives of the compensation system,and in the end maximize the economic and social benefits of the hospital.
ABSTRACT
OBJECTIVE:To initiate punitive compensation system in drug field to make up the insufficiency in the legislation of legal liability of drug injury events,regulate unlawful act of pharmaceutical enterprises and enhance supervision efficiency in drug field. METHODS: The definition and function,etc. of the punitive compensation system were studied by reviewing the pertinent legal clauses both at home and abroad,furthermore,the necessity of initiating the punitive compensation system in China was analyzed and the application conditions of the punitive compensation system was put forward. RESULTS & CONCLUSIONS: It is urgent to initiate the punitive compensation system in drug field and establish a punitive system with Chinese characteristics. It is advisable to initiate the related contents in Pharmaceutical Administration Law of the People’s Republic of China and define the application conditions of the punitive compensation system as well as the way to establish the amount of compensation,etc.