Research On Salary System Reform Of Public Hospital In J City

Public hospital is an important or even most important part of hospital,health and medical system in China.It plays a leading role in the overall health system of our country and undertakes huge social public functions.At the end of 2019,the covid-19 broke out,and medical staff in public hospitals were the main force to fight against the epidemic.In the organizational form of public hospitals,there are many factors of production,such as technology,education,level,management and so on.Its staff(including doctors and nurses,managers and service personnel employed in professional and technical posts)have undertaken a huge workload,with higher education and professional skills compared with other professions.Therefore,no matter from the workload or the nature of work,within a reasonable range,the medical staff in public hospitals should enjoy a higher level of remuneration.The main medical staff of public hospitals still belong to public institutions,and their employment positions and salary levels should be implemented within the scope of the policy.Although there is a certain inclination for medical staff in the system design,it is far from matching with their work nature.In reality,its legal income is less or even derived from the "gray income",but patients are still facing the problem of difficult to see a doctor and expensive.In the medical service of the hospital,there is an objective phenomenon of over examination and over treatment,which increases the burden of patients,intensifies the contradiction between doctors and patients,and reduces the social evaluation of medical staff.As a result,the material and spiritual needs of doctors can not be satisfied.This paper takes the public hospitals under the city of J as the research object,adopts the research methods such as literature research and interview to analyze the current salarysystem of the hospital,finds out the existing problems and shortcomings,and puts forward a new model of total salary verification.This paper is divided into six chapters.The first chapter is the introduction,which mainly discusses the background and significance of the topic,domestic and foreign research review,research ideas and technical routes,main innovation points and other contents.The second chapter is the related concept definition and theoretical basis.The third chapter introduces the general situation of public hospitals under the city of J and their current salary system.The fourth chapter analyzes the operation of the current system,pointing out the limitations of the current salary system in reflecting the characteristics of the medical industry,improving the income level of medical staff and reducing the burden of patients.The fifth chapter introduces the salary system of some foreign public(or non-profit)hospitals and the advanced practices of some domestic regions,so as to provide reference for the establishment of new salary system.The sixth chapter constructs the new salary system,mainly through the construction of the total amount verification system and the salary distribution system,which introduces the indicators reflecting the public welfare and the work performance of the medical staff,trying to promote the public welfare of the hospital through the reform of the salary system,and provide a reference for the reform of the medical system.In this paper,the needs of medical staff represented by doctors with higher professional and technical titles,higher education background and higher social awareness are selected and analyzed according to Maslow’s hierarchy of needs theory.It concludes that doctors need to be respected urgently,leads to the contradiction between the two phenomena: doctors’ demand can not be met and patients’ dissatisfaction with the quality of medical service,and explains how to alleviate the contradiction from the perspective of salary.In the total amount control model designed in this paper,the establishment of public welfare index coefficient is introduced to limit the behavior of doctors and achieve public welfare;the normal growth coefficient is introduced to achieve incentive.In the way of salary distribution,the concept of performance management is used to standardize the assessment indicators and procedures accurately and scientifically,so as to realize multi-dimensional assessment and incentive for medical staff.The model draws lessons from the domestic advanced typical practices,combines the medical reform policy requirements,incentive theory and the actual situation of public hospitals,and has a certain role in increasing doctors’ income,reducing patients’ burden,and stabilizing the medical staff.It hopes to achieve more effective management of public hospitals under the city of J,and better medical experience for their main service objects--ordinary people.From the point of view,it explains how to alleviate this contradiction.