Study On The Level And Satisfaction Of The Compensation For The Community Health Personnel Of One City

ObjectivesTo describe the level and structure of community health personnel's compensation in one city, to analyze the status and determinants of salary satisfaction of such population, and to formulate recommendations on the salary system for the community health institutes in the city.Methods1. Questionnaire survey was conducted on the field investigations. Institutes'questionnaire survey compressing the information about salary level of health provider was used in all community health institutes, and individual questionnaire including the message for satisfaction of salary was dispatched to health personnel randomized sample from the target population.2. The literature review method was used to sum up experiences of Australia, HongKong and Taiwan on setting salary system.3. Focus discussion was conducted to inquire the advices and recommendations on setting level and structure of salary system from institutes'directors, experts of human resource, health economics, health supervision.4. Statistical analysis including descriptive statistics, univariate analysis, optimal scaling analysis and logistic regression, were performed with SPSS version 13.0, and all analysis were two-tailed test and with test level atα=0.05.Results1. The levels of community health personnel's compensation were balanced in different districts, and the gap was reasonable between different professional degrees. However, the total compensation was low, and the performance payment was not enough. In 2006 and 2008, the average level of community health personnel's compensation was￥27,574 and￥33,894 respectively. As for the compensation structure, the performance payment was accounting 57.27% of total compensation in 2008, which was less than civil servants in the city.2. The low level of compensation weakened the health personal stability. The lower compensation satisfaction was, the greater resignation will the personnel would had.36.94% of those personnel once had the thought of resignation.3. The compensation satisfaction of community health personnel was low, only 36.63% personnel were satisfied with their compensation. Based on univariate analysis, the compensation satisfaction was related with the total compensation, the gap between real compensation and expected compensation. Based on optional scaling analysis, the compensation satisfaction was associated with the total compensation, the gap between real compensation and expected compensation, professional and technical qualification, age and gender. Based on logistic regression, the compensation satisfaction was associated with gender and age.4. The results from literature review showed that:the level and structure of compensation in health personnel from some other areas of China were consistence with the development of the social-economy and community health services, and health personnel had high level satisfaction with their compensation; In Australia, Hongkong and Taiwan area, health personnel with strong exterior competition had higher level of compensation than that of the civil servents and other profession providers, and the income of health providers were not contributed from hospital operation revenue. Long-term growth system for compensation had been established in those areas.Conclusions:1. The levels of community health personnel's compensation were balanced in different districts, and the gap was reasonable between different professional degrees. In 2006 and 2008, the average level of community health personnel's compensation was Y 27,574 and￥33,894 respectively, and the total compensation was low.2. The compensation satisfaction of community health personnel was low, only 36.63% personnel were satisfied with their compensation. The compensation satisfaction of community health personnel were associated with gender and age. The low level of compensation weakened the health personal stability and 36.94% of those personnel once had the thought of resignation. 3. Policy recommendation:To set reasonable compensation level referring to civil servants or staffs in hospital. To increase the proportion of performance payment and to establish long-term growth approaches.