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为调动乡镇卫生院职工积极性,本文提出一种新的工资发放法——“五分法”,和同道们商榷。1.出勤工资。不管医生处方值、处置费等经济收入,只要出满勤,上满点,服从分配,可发给总工资的1/5。因故缺勤则按比例扣发出勤工资。2.服务工资。卫生院根据往年的门诊工作量给医生定出门诊指标。完成诊疗人次后,不管经济收入多少,可得到总工资的1/5。没完成或超指标者,可按比例给以奖罚。防保人员、药房、收款、行政人员根据不同的工作性质定出相应的指标。3.技术工资(即质量工资)。根据各类人员的业务要求制定质量指标,促进各行各业业务技术提高。由本单位组织专门评审小组评议,难用数字统计的业务质量可给印象分。完成每月技术质量指标者,可发给总工资的1/5。对医术精益求精,诊疗效果好,业务能力强的,可加发奖励技术工资。反之,扣发技术工资。
In order to mobilize the enthusiasm of employees of township hospitals, this paper proposes a new wage distribution method, the “five points method”, to discuss with fellow comrades. 1. Attendance wages. Regardless of the economic income such as the doctor’s prescription value and disposal fee, as long as there is full-duty, full-scale, and obedient distribution, one-fifth of the total salary can be issued. For any reason absent from work, the wages will be issued on a pro-rata basis. 2. Service pay. According to the outpatient workload in previous years, the hospitals set the outpatient clinic indicators. After completing the treatment, no matter how much income is obtained, 1/5 of the total salary can be obtained. Those who have not completed or exceeded the target may be awarded a penalty in proportion. Anti-insurance personnel, pharmacies, collections, and administrative personnel set corresponding targets according to the nature of their work. 3. Technical wages (ie, quality wages). According to the business requirements of all types of personnel, quality indicators should be formulated to promote the improvement of business skills in all industries. This unit organizes a special evaluation team to evaluate the quality of the service. Those who complete monthly technical quality indicators may be issued one-fifth of the total salary. For medical excellence, good diagnosis and treatment, and strong business abilities, additional technical salary can be awarded. On the contrary, technical wages are withheld.