Study On Salary System Of Public Hospitals In Anhui Province

Objectives: This study focus on the current situation about salary system of public hospitals in Anhui province.Firstly,review the development and changes of salary system in national public hospitals and Anhui public hospitals from related policy analysis.Taking the A hospital as an example for empirical research,understanding the current implementation progress and current status of salary system in public hospitals,exploring the existing problems combined with evaluation and analysis of the typical hospital’s salary measures and outcomes.Discuss on key points of salary system reform in public hospitals,hoping to provide references for government and hospitals to improve salary system in public hospitals.Methods: Through the government website and collation of literature,enumerating the requirements and measures on salary in public hospitals and conduct policy analysis from two aspects of state and Anhui province.Conduct a site investigation of sample hospital,including compensation satisfaction,compensation justice,expected compensation,and so on.Analysis the influencing factors of compensation satisfaction and compensation justice by using descriptive analysis,variance analysis,linear regression analysis and other statistical methods.Carrying out a small sample interview at the same time,then guided by results of policy analysis,evaluate and analyze the current salary system,then give suggestions from the actual situation.Results:(1)The results of the policy analysis show that the number of policy documents issued about salary system reform of public hospital has shown a trend of rising and then declining and then rising again since 2009 to the present.The overall change is notsignificant.The core goal of the reform is to establish a salary system that meets the characteristics of the medical industry,including a number of measures,such as improve management system of public hospital;optimize salary structure;determine the level of compensation reasonably and implement the autonomy of distribution.(2)The overall salary & welfare structure of 12 sample hospitals in Anhui province is 15.54%of basic salary,45.54% of performance & bonus,12.31% of subsidy and 26.62% of welfare expenditure,the salary & welfare structure is mainly based on performance bonus.The proportion of staff expenditure to business expenses increased year by year in 2013-2015,the growth rate was faster in 2015,and the proportion of provincial hospitals was lower than that of municipal hospitals.(3)The overall compensation satisfaction score of medical staff was 2.145±0.663 in the sample hospital A.Compensation structure/management has the highest score(2.232 ± 0.748),and compensation growth satisfaction has the lowest score(2.036 ± 0.705).The influencing factors of compensation satisfaction including the average salary change over the past year,weekly working hours are more than 44 hours or not,have administrative duties or not,and qualifications.(4)The overall compensation justice score of medical staff was2.509±0.757 in the sample hospital A,and scores of distributive justice,procedural justice,interactional justice are 2.209±0.779,2.439±0.840,2.880±0.920 respectively.The influencing factors of compensation justice including the average salary change over the past year,weekly working hours are more than 44 hours or not,sex and qualifications.(5)34% of respondents expect compensation in 8001-12000 RMB monthly,and 25% of respondents expect compensation in 4000-8000 RMB monthly in the sample hospital A.(6)The results of the evaluation of the sample hospital A shows that the goal of the salary system is consistent with the spirit of documents of state and Anhui province,although the reform measures are comprehensive,the effect of reform is to be improved at subjective and objective level both.Conclusion: In order to optimize the salary system of public hospitals,it is suggested to refine policy provisions,improve channels of policy information disclosure and establish a favorable policy support environment.The main person in charge of the hospital should adjust the inherent thinking,break the limits of institutions and establish dynamic adjustment of salary system including the level of hospital and medical staff.And establish internal salary information communication and communication platform of public hospital,while strengthening the assessment system of public hospitals,main person in charge and medical staffs,as well as multi-sector joint supervision to ensure the smooth progress of salary system reform.