公共卫生机构实施绩效工资改革现状及建议

Current situation and recommendations of public health agencies for implementing reform on performance salary

目的分析当前公共卫生机构绩效工资改革现状,提出新形势下公共卫生绩效工资改革建议。方法通过查阅文献,调查了解我国不同城市、不同地区公共卫生机构绩效工资保障方式、绩效工资总额核定和绩效工资分配状况。结果绩效工资保障方式有三种:参公管理、全额拨款和差额补助,三种方式各有优缺点;绩效工资总额核定"参公管理"与"全额拨款"总额基本固定,差额补助通常也是总额控制;奖励性绩效工资分配方式参公管理与级别挂钩,全额拨款基本是与职称挂钩的大锅饭,差额补助靠创收进行分配。建议绩效工资保障方式"全额预算、收支两条线";绩效工资总额尤其是奖励性绩效工资总额实行动态管理,奖励性绩效工资T=原奖励性绩效工资T2×工作量系数N1×质量系数N(2即T=T2×N1×N2);奖励性绩效工资分配要充分考虑岗位、工作量、工作质量等要素。

Objectives To analyze the current situation of the reform on the performance salary of public health agencies, in order to propose initial idea of the reform on the performance salary of public health agencies under the new situation. Methods A literature review was undertaken to investigate the guarantee modes, approval of the sum amount and distribution on the performance salary of public health agencies in different cities and regions in our country. Results There were three kinds of guarantee modes on the performance salary including the man- agement according to civil service, full amount appropriation and balance allocation, which had advantages and disadvantages; The total amount of approval of the sum on the performance salary by the management according to civil service and full amount appropriation was basically fixed, and was usually controlled by balance allocation; Regarding to the distribution of incentive pay for performance, it has to do with the rank by the management according to civil service, was ＂a big pot＂, involved with the rank by full amount appropriation, and is allocated relying on the income by balance allocation. Suggestions Guarantee modes on the performance salary would be implemented according to ＂twoway management to full budget and income and expenditure＂; the total amount of the performance salary, especially the total amount of incentive pay for performance, will put into practice by dynamic management, that equals incentive pay for performance multiply workload coefficient （N1） and quality coefficient（N2） on the basis of original incentive pay for performance, such as T=T2XN1×N2; the factors ,such as post,workload and quality of work and etc ,must be considered sufficiently in the terms of distribution of incentive pay for performance.