Empirical Analysis Of Performance Salary Distribution In Hospital

The sustainable development of hospital cannot leave the reasonable construction and good operation of the hospital performance management system, the performance management level of hospital reflects its specific management thinking and management culture. At present, most of the public hospitals in China still use balance method to calculate the performance salary of department, it means that the department will have performance when the income of department is greater than spending, and which is extremely unfair. On the one hand, the department income is associated with domestic toll pricing system, but the system don’t consider the different between social benefit and economic benefit, and exist different charging items with same perform in domestic toll pricing system, which will bring great deviation; On the other hand, departments must bear all spending of department, it means the responsibility of hospital cost control completely fell upon the workers, which is also unfair. Some hospitals aware of this and implement performance appraisal, which makes the performance management of the hospital has a lot of improvement, but still cannot solve the problem of distributive justice fundamentally. Therefore, the public hospitals need to find a fair and reasonable performance evaluation scheme to promote long-term and stable development of the hospital.This article according to the early investigation, understand the hospital’s performance wage distribution situation and existing problems at present, based on it, research a new performance appraisal scheme, which is more fair and reasonable. New scheme implement the accounting principles of “The performance of doctor and nurse separate accounting”, “More work more gain, good work good gain” and “Two levels of distribution”. It introduced CPT-RBRVS clearing pricing system to statistical the main performance indicators of perform points of department. And then choose other quantifiable performance indicators of using bed day and number of discharged patients by descriptive and correlation analysis. And then according to the panel data form by the index variables to set up constant coefficient of panel data model, variable intercept panel data model and variable coefficient panel data model. And through F test, determine to set up the variable coefficient model to surgery department of hospitals and to set up variable intercept model to non-surgical departments of hospitals. Finally considering the consistency and the acception situation of hospital’s staff, decide to set up variable intercept regression model to the surgery and non-surgical departments of hospital respectively.The results of this study is the performance of hospital’s each department is mainly related to the indicator variables of perform points, using bed day and number of discharged patients. Department can increase the department performance salary by increase work load, improve bed utilization rate and shorten patient cure period of department.