公立医院人员编制备案制改革的实践问题与建议——以北京大学深圳医院与香港大学深圳医院为例

Practical Problems and Suggestions on the Reform of Staffing Filing System in Public Hospitals——Taking Peking University Shenzhen Hospital and University of Hong Kong Shenzhen Hospital as examples

编制备案制是一些地方事业单位人事制度改革的新尝试。其主要特点是改变原有的事业单位固定编制管理模式,在人员总量控制范围内赋予事业单位更大的用人自主权。在深圳市,北京大学深圳医院和香港大学深圳医院曾先后实施了这一制度。前者是由传统编制管理向备案制的转化,对其他事业单位具有更强的代表性,而后者则一开始即实行了完全的编制备案制。从实践看,公立医院编制备案制扩大了单位用人自主权,但权力约束机制还不完备;就激励因素而言,改革过渡阶段的内部层级待遇差异性大,且上下级流动性较差。因失去编制身份,公立医院的人才引进竞争力受到了影响。在未来的改革中,应根据医院实际情况采取“一院一制”的过渡路径,使改革能够切实推进;建立差异性薪酬体系,实现同工、同酬、同保障;在职务能上能下的基础上,激活组织人员的进取心态,提升工作效率;以公益性为导向,提高公立医院的人才竞争力。

The staffing filing system is a new trial operation to reform the personnel system of some local institutions.It’s featured with the change in the original fixed staffing management mode of public institutions to provide public institutions with greater autonomy within the scope of control of total personnel quantity.In Shenzhen City,this system has been successively carried out in Peking University Shenzhen Hospital and Hong Kong University Shenzhen Hospital.The former has transformed its traditional staffing management to the filing system,which is more representative in public institutions,while the latter has implemented a complete filing system at the very beginning.In practice,the filing system of public hospitals has expanded the autonomy of employers,but the power constraint mechanism is still incomplete.In terms of incentive factors,the internal levels have great differences in treatment and there is poor liquidity between superiors and subordinates in the transitional stage of reform.The cancellation of such identity in public institutions impaired their competitiveness in talent recruitment.In future reform,the transition path of “one hospital,one system” should be adopted according to the actual situation of the hospital,so that the reform can be practically promoted.A differential salary system should be established to achieve equal pay and equal security for equal work.Based on the principle that personnel can be demoted for poor performance,the enterprising mentality of the organization’s staff is activated to improve work efficiency.The talent competitiveness of public hospitals should be improved by building public welfare-oriented public hospitals.