广西县级妇幼保健院薪酬水平调查

Investigation on the Salary Level of Staff in County-level Maternal and Child Health Care Hospitals in Guangxi

目的:调查广西县级妇幼保健院员工薪酬情况,为推动广西县级公立医院薪酬制度改革提供参考依据。方法:按GDP水平高中低选取14家县级妇幼保健院作为研究样本,调查员工2013-2015年薪酬水平、结构、满意度及工作时长等情况,进行描述性分析和推断性分析。结果:2015年广西县级妇幼保健院人均年收入为59953.31元,约为城镇职工平均工资的1.09倍,员工薪酬水平较低且普遍超时工作。不同岗位收入水平相近,编制内外人员收入水平差距较大,编内人员的人均总收入高出编外50%左右。对薪酬水平满意的比例不到15%,薪酬水平及分配与员工期望值有很大差距。结论:应提高医院核心竞争力,加大政府财政投入,注重非经济激励措施,改革编制制度,加快同工同酬步伐,提升员工工作积极性及效率,合理稳步多方式提高收入。

Objective: To explore the salary level of staff in Guangxi county-level maternal and child health care hospitals, and to provide suggestions for promoting the reform of salary system in Guangxi public hospitals. Methods: 14 county-level maternal and child health hospitals were selected as research samples according to the GDP level. The salary level, structure and satisfaction of staff from 2013 to 2015 were investigated, and the descriptive analysis and statistical analysis were carried out. Results: In 2015, the per capita annual income of Guangxi county-level maternal and child health care hospitals were 59,953.31 yuan, which was about 1.09 times of the average salary of urban workers. Staffs were paid at a low level and generally worked overtime. The income gap between different positions was small, there was a large gap in the income level between medical staffs in the establishment and outside the establishment, the per capita total income of medical staff in the establishment was about 50% higher than that of the outside the establishment. The proportion of satisfaction with the salary level was less than 15%, and the salary level and distribution were far from the expectations of staffs. Conclusion: We should improve the core competitiveness of hospitals, increase government financial input, pay attention to non-economic incentives, reform the establishment system, speed up the pace of equal pay for equal work, and enhance enthusiasm and efficiency of staffs, raise revenue in a reasonable and steady way.