公立医院薪酬制度改革中的同岗同薪问题研究

Research on the Same Post and Same Salary in the Reform of Salary System in Public Hospitals

公立医院薪酬制度改革经过试点将迎来制度性变革。从试点经验来看,对于实现“同岗同薪同待遇”还没有成熟的经验。现实中公众对于“同工同酬”问题的关注较多,也将“同岗同薪同待遇”与“同工同酬”相混淆。但是二者有极大的差别。由于法律基础的不同,公立医院员工可以分为聘用制员工和合同制员工。“同岗同薪”即包括聘用制员工与合同制员工的同工同酬问题,也包括聘用制员工内部的同岗同薪问题。同岗同薪的现象会造成公立医院员工缺乏凝聚力等问题,从而影响公立医院运营效率。为实现“同岗同薪同待遇”的目标,首先要从制度层面落实公立医院主体地位,并建立现代医院管理制度。其次,在公立医院内部要做好减量改革的准备。最后,应鼓励非公立医院发展,拓宽医务人员流动渠道,在自由流动中实现人才定价。

The reform of the salary system in public hospitals will usher in institutional changes after pilot projects.Judging from the pilot experience,there is no mature experience in achieving"same post,same salary,same treatment".In reality,the public pays more attention to the issue of"equal pay for equal work"and confuses"equal pay and equal treatment for equal work"with"equal pay for equal work".But there is a huge difference between the two.Due to the different legal basis,public hospital employees can be divided into employment system employees and contract employees."Equal pay for equal work"includes the issue of equal pay for equal work between the employment system and contract employees,as well as the issue of equal pay for the same post within the employment system.The phenomenon of the same post with the same salary will cause problems such as lack of cohesion among public hospital employees,thereby affecting the operational efficiency of public hospitals.In order to achieve the goal of"equal pay and equal treatment for equal work",we must first implement the dominant status of public hospitals from the system level,and establish a modern hospital management system.Secondly,in public hospitals,we must make preparations for reduction reforms.Finally,the development of non-public hospitals should be encouraged,the channels for the flow of medical staff should be broadened,and the pricing of talents should be realized in free flow.