ABSTRACT
Objective:To analyze the staff salary status and the influencing factors in traditional Chinese medicine(TCM) hospitals implementing the salary system reform in Sichuan province in 2020, for reference in optimizing the salary system reform of such hospitals.Methods:Cluster sampling and institutional survey were used to collect the salary information of 26 TCM hospitals in 21 cities(prefectures)of Sichuan province implementing the salary system reform in 2020. Such information was then subject to descriptive analysis, while the influencing factors of salary were subject to one-way analysis of variance and generalized linear model multifactor analysis.Results:15 428 staff from 26 TCM hospitals were included as the research objects. In 2020, personnel expenditure accounted for 40.23% of the total expenditure, and 24.34% of which came from financial subsidy in 26 TCM hospitals. The average annual payable income per person was(149 312±74 288)yuan, 67.82% of which being performance pay. Analysis of variance showed that there were significant differences among the salary levels of staff in different economic regions, hospital grades, hospital levels, gender, educational background, position, seniority, performance pay ratio, employment in the government system and other natures, senior and other professional titles, doctors and other positions( P<0.05), and the differences were still statistically significant after adjustment by generalized linear model( P<0.05). Conclusions:The reform of the salary system of Sichuan TCM Hospitals has basically achieved equal pay for equal work, and the income of low-level personnel has been improved. However, the salary level was not very motivated and the salary structure was not guaranteed. It is necessary to strengthen financial precision subsidies, increase the proportion of personnel expenditure, so as to support the increase of the absolute value of salary in non-core economic areas, improve the salary structure, reasonably widen the salary gap among different educational backgrounds and positions, further optimize internal distribution, and ensure the sustainable development of Chinese medicine talents.
ABSTRACT
The salary reform in public hospital is not only related to the interests of medical staffs, but also to the health care reform. Based on data of 17 provincial public hospitals in Zhejiang province from 2012 to 2017, and having calculated such factors as drug markup rate, hospital scale and general/specialized hospital characteristics, the authors analyzed the effectiveness of public hospitals salaries reform from the perspectives of public duties performance, service quantity, medical expenditure, cost containment, service efficiency, implementation of insurance policies, among others. The growth rate of performance salary in Zhejiang provincial hospitals was less than 15%, and the performance salary accounted for less than 70% of the total compensation. Such factors as cost containment, improvement of efficiency, service quantity and public welfare duties performance impose, though having minimal impact, were found to be significantly positively correlated to such compensation. Given the minimum impact of reforms in health care expenditure and insurance policy on public hospital salaries, lower medical expenditure and insurance refusal rates are conducive to raising such salaries. The salary reform of provincial public hospitals has achieved initial success, yet their salary system calls for further improvement.
ABSTRACT
The salary reform in public hospital is not only related to the interests of medical staffs,but also to the health care reform.Based on data of 17 provincial public hospitals in Zhejiang province from 2012 to 2017,and having calculated such factors as drug markup rate,hospital scale and general/ specialized hospital characteristics,the authors analyzed the effectiveness of public hospitals salaries reform from the perspectives of public duties performance,service quantity,medical expenditure,cost containment,service efficiency,implementation of insurance policies,among others.The growth rate of performance salary in Zhejiang provincial hospitals was less than 15％,and the performance salary accounted for less than 70％ of the total compensation.Such factors as cost containment,improvement of efficiency,service quantity and public welfare duties performance impose,though having minimal impact,were found to be significantly positively correlated to such compensation.Given the minimum impact of reforms in health care expenditure and insurance policy on public hospital salaries,lower medical expenditure and insurance refusal rates are conducive to raising such salaries.The salary reform of provincial public hospitals has achieved initial success,yet their salary system calls for further improvement.
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.