Research On The Salary Of Community Medical Staff Based On A Fair Perspective

Objective:From the perspective of fairness,to explore the salary for community medical staff who provided home-based medical services.Taking Area A in Beijing as an example,analyze the fairness of performance appraisal and salary level from the internal and external aspects of incentive fairness,in order to put forward corresponding countermeasures and increase the fairness of salary.Methods:1.Literature method:this research used the literature method to study the related theories of fairness and remuneration and the status quo of incentives for basic medical institutions.2.Questionnaire:using a random sampling method,450 medical staff who provided home-based medical services in Area A were selected to conduct a questionnaire survey to understand the salary satisfaction of medical staff in the area.Using a convenient sampling method,the community medical staff carried out a questionnaire survey on performance evaluation indicators of home-based care services,reflecting the fairness of the indicator development process.3.Delphi method:using Delphi method to build a performance assessment index system for home-based care services.Results:1.The total salary of the employees was relatively low(2.64±1.11),and was at a lower level.Univariate analysis showed that medical staff of different gender,ages,job titles and positions had statistically significant satisfaction with pay.2.The external fairness of compensation was poor.About 86%of community medical staff had an annual income of 100,000 and below.Their satisfaction with basic salary and performance pay was about 2.7,which was low.Compared with other districts in Beijing,the wage level of community medical staff in Area A was lower,ranked 13th and 8th respectively in 2015 and 2016;Compared with the average salary of the health industry in Beijing,A district was 34%lower than the industry average wage,while physicians in Area A had more daily medical treatment than Beijing's average;Area A community medical staff wages 37.8%lower than Shanghai Pudong District.The overall performance of the salary level is low.3.Community medical personnel were less satisfied with performance appraisal programs and internal fairness was insufficient.The satisfaction of performance indicators and performance indicators was about 2.94,and was at a lower level.The satisfaction of performance appraisal program was(3.07±1.00)and the satisfaction of performance appraisal results consistented with the assigned amount was(3.06±0.98).Both are relatively satisfied.4.Through logistic regression,the community staff's age(P=0.023),annual income(P=0.034),basic salary satisfaction(P=0.022),performance salary satisfaction(P=0.001),satisfaction of performance evaluation indicators(P=0.025)and The satisfaction of performance index coefficient(P=0.041)was statistically significant for salary satisfaction.5.Salary fairness has important influence on the enthusiasm of community medical personnel.Establishing a fair performance evaluation system is the key to improving salary fairness.Therefore,this article uses home-based care services as an example to combine the opinions of experts and relevant medical personnel,emphasizing the fairness of the indicators development process,and establishing a performance evaluation index system.Conclusion:The overall fairness of compensation was poor.We should establish a reasonable basic level of compensation for the community at the grass-roots level,raise the wage level of community medical staff,establish wage verification standards and dynamic growth mechanisms that match the labor value of community medical personnel,and ensure external fairness.It should pay attention to the internal performance evaluation of community health institutions and establish a scientific and normative performance appraisal system to reflect the fairness of internal distribution,especially the fairness of the indicator and weight setting process.In addition to the implementation of performance supervision.To strengthen the implementation of performance appraisal and the fairness of results.Focus on the combination of material incentives and non-material incentives.