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目的通过调查四川省专业公共卫生机构实施绩效工资的情况,了解专业公共卫生机构进行绩效工资改革后工作人员收入变化情况、财政保障情况、积极性的影响因素等,为完善专业公共卫生机构绩效工资制度改革提供政策建议。方法采用问卷和调查表的形式,通过分层抽样选取四川省5个市州,每个市州各抽取2个区(县),对抽取到的10个区(县)范围的专业公共卫生机构及其工作人员进行问卷调查。结果 92家专业公共卫生机构中,平均核定编制为70人,平均编制利用率为81%;平均绩效工资水平2011年为2.04万元,2012年为2.30万元,增幅7%;66%的单位实施绩效工资所需财政经费100%保障;工作质量、工作数量和岗位职责作为主要分配要素;52%的专业公共卫生机构工作人员在实施绩效工资改革后工资增加,16%的工作人员工资无明显变化,而有21%的人员工资不增反降,挫伤了积极性。结论各级政府应高度重视,加强对专业公共卫生机构的财政保障;发挥好绩效工资的杠杆作用,用好用活绩效政策;加强调查研究,积极争取奖励政策。
Objective To investigate the implementation of performance pay in professional public health institutions in Sichuan Province, understand the changes of staff income, performance of financial security and the factors that affect the enthusiasm of professional public health agencies in order to improve the performance pay system of professional public health institutions Reform provides policy advice. Methods By questionnaire and questionnaire, five cities and prefectures in Sichuan Province were selected by stratified sampling. Two districts (counties) were selected from each city and prefecture, and the professional public health agencies in 10 districts (counties) And its staff to conduct a survey. Results Among the 92 professional public health agencies, the average authorized rate was 70, with an average utilization rate of 81%. The average performance salary level was 20,400 yuan in 2011 and 23,000 yuan in 2012, an increase of 7%. 66% of the units The quality of job, the number of jobs and job responsibilities were the main distribution elements; 52% of the staff of public health institutions increased their wages after implementing the reform of performance pay, while 16% of staff had no obvious salary Changes, while 21% of the wages of staff did not increase down, dampening the enthusiasm. Conclusions Governments at all levels should attach great importance to strengthen the financial protection of professional public health institutions; give full play to the leverage of performance salaries and make good use of the performance-based livelihood policies; strengthen investigation and research and actively strive for reward policies.