ABSTRACT
Objective To understand the basics and existing problems of labor dispatchers at institutions of healthcare and public health, and to provide reference for its improvement. Methods In October 2017, 3548 dispatchers from 29 such institutions in Beijing were investigated to find out the basic salary and welfare, career development and labor disputes of their dispatchers. Descriptive statistics was used to analyze the data. Results Among those dispatched of 29 institutions surveyed, 51. 2％ were employed upon staffing quota, 31. 1％ were dispatched and 17. 7％ were employed in other forms. Labor dispatchers had higher educational level as a whole, mainly college and undergraduate education, accounting for 79. 6％;their social security was well assured, and there were few cases of labor disputes. Conclusions It is necessary to further improve the management of labor dispatch personnel, highlight post management, improve salary and welfare mechanism, smooth career development channels, and strengthen the awareness of risk prevention and control.
ABSTRACT
Many provinces are carrying on Public Hospital Personnel Filing System Reform while facing a series of barriers cause a slow progress or the results not up to expectations.Supporting policies' adjustment is called to ensure the smooth progress of the reform.
ABSTRACT
Objective To study the supportive personnel system reform for implementing the essential medicine system in Guangxi,as well as its impacts on the township hospitals and problems so incurred.Methods Deans (and/or vice deans)and financial staff of 24 townships hospitals were interviewed,while 80％ of medical staff of health centers in 8 counties were subject to a questionnaire survey,to evaluate impacts of the essential medicine system on township hospitals.Results As shown in the outcomes,44.02％of those surveyed were less enthusiastic after the new system was put in place,township health center doctors found their average salary decreased(P=0.027),and the rewarding salary failed to distinguish differences among posts,which all worsened the brain drain of these doctors.Conclusion The new personnel system is found with setbacks of poor incentive mechanism and poor operability.Thus further improvement should be made in scientific measurement of the gaps found in the performance-based pay,and the implementation of thetwo-way flow of medical personnel policy.