Another exploration of the reform of the annual salary system of public hospitals!

It is understood that Julu County Hospital in 2019 to implement the annual salary system of the president, approved the annual salary of the president of 280,000, the end of the year by the county medical reform office for assessment, while the implementation of the vice-president appointment system, a term of five years.
Julu County Hospital has also developed a competitive induction system for department directors, breaking the director's life-long system, forming a flexible employment mechanism that can go in and out and be able to go up and down.
280,000 a year! Another county hospital to implement the annual salary system of the dean recently, Hebei Provincial Medical Reform Office issued "on the 2020 modern hospital management system construction work notice", the nine hospitals to inform praise.
, Julu County Hospital implemented the annual salary system of the dean to explore, has become one of the province's modern hospital management system model.
it is understood that Julu County Hospital in 2019 to implement the annual salary system of the president, approved the annual salary of the president of 280,000, the end of the year by the county medical reform office for assessment, while the implementation of the vice-president appointment system, a five-year term.
Julu County Hospital has also developed a department director competition induction system, breaking the director's life-long system, the formation of energy can go in and out, can be able to work under the flexible employment mechanism.
As early as 2014, Julu County Hospital was identified as the second batch of county-level public hospital comprehensive reform pilot, and 2016 was identified as Hebei County-level public hospital comprehensive reform demonstration county.
2017, Julu County was identified as the second batch of state-level demonstration counties for comprehensive public hospital reform in Hebei Province.
Public information shows that Julu County Hospital (also known as the Ninth Hospital of Yantai City) was established in 1948, is a medical, teaching, scientific research, preventive health care, rehabilitation, old-age care as one of the general hospital, in January 2019, the hospital into the management of the third-level hospital, the construction of the central regional medical center.
2019, nearly 900,000 emergency care visits and 59,000 discharges from hospitals.
, the director of public hospitals, the annual salary system of health care to the country earlier to explore the reform of the annual salary system of deans, when the medical reform star province and city - Fujian Sanming.
, in addition to the annual salary system for deans, Sanming is also exploring the introduction of a target annual salary system for doctors.
, the Sanming Municipal Health And Health Commission released data on the annual salaries of medical personnel for 2019.
it is learned that since 2012, Sanming City through the squeeze of water in the field of drug circulation, regulate the medical personnel diagnosis and treatment behavior, block waste, promote drug supplies "quantity price" together, in order to straighten out the price of medical services to make room.
2019, the total wages of the city's 12 general hospitals amounted to 1,406 million yuan, 3.68 times higher than in 2011 before the reform.
the average annual salary of employees increased from 422,000 yuan in 2011 before the reform to 1252 million yuan in 2019, and the average annual salary of the dean increased from 984,000 yuan to 398,400 yuan.
2019, the average annual salary of the president (director) of the township health hospital in the city reached 1674 million yuan, the average annual salary of the workers in the post was 897,000 yuan, and the average annual salary of the village doctors in the city reached 607,000 yuan.
understood that in Sanming's exploration and a series of policies to promote the annual salary system of public hospitals in recent years is being pushed to the whole country.
at the two meetings in 2016, Li Bin, then director of the National Health and Planning Commission, stressed that in addition to promoting Sanming's "cage-for-bird" model, he also stressed that "in the future, individual income and department income, hospital income can not be linked."
To assess the workload, the difficult content of assessment technology, the quality and attitude of assessment services, assessment of the satisfaction of the masses, through these changes to the assessment of the baton", while the implementation of the target annual salary system, so that doctors have a stable income expectations, a stable salary target.
the beginning of 2017, the four departments issued the Guidance on the Pilot Work of the Reform of the Pay System of Public Hospitals, which proposed that the pay structure of public hospitals should be reasonably determined and that long-term incentives for medical personnel should be paid attention to.
improve the post performance pay system, conditional can explore the implementation of the annual salary system, agreement wage system and other models.
In 2018, the six ministries jointly issued the Notice on the Piloting of a Sound Modern Hospital Management System, named 148 hospitals as pilot hospitals, scientifically formulated the internal performance distribution methods of hospitals, and explored various distribution methods such as the implementation of the annual salary system, the agreed salary system and the project wage system.
And at the end of 2019, the Leading Group of the State Council for Deepening the Reform of the Medical and Health System issued the Notice on Further Promoting the Experience of Deepening the Reform of the Medical and Health System in Fujian Province and Sanming City, summarizing the main experiences of medical reform in Fujian Province and Sanming City, and making it clear that all regions should earnestly study the spirit of fujian Province and Sanming City and the courage to reform, and actively learn from its reform path and practices according to local conditions.
predictably, under the impetus of the policy, the annual salary system of the deans, doctors and nurses of public hospitals is being pushed across the country, and more and more hospitals will join in the future.
cages for birds, improve health care sunshine income on the road In fact, in the reform of the annual salary system of public hospitals, whether doctors can get the high annual salary of sunshine, but also with the price of medical services can be returned to a great deal.
Now many places have cancelled the registration fee, the implementation of the medical examination fee, to the doctor's outpatient consultation fee, for example, according to the "see the medical profession" understand, in Fujian Sanming, the current attending physician outpatient consultation fee of 28 yuan, the deputy director of the doctor's outpatient consultation fee is 38 yuan, the chief physician is 48 yuan, many surgical prices have risen substantially.
it is understood that since the start of the reform, Sanming has carried out eight times the price adjustment of medical services, due to price adjustment and other factors to increase the hospital's medical service revenue of 4.874 billion yuan, in order to promote the reform of the pay system to provide financial security.
Through drastic reform of the income distribution mechanism for hospitals and doctors, to raise the income level of sunshine, to decoupling the total salary of hospitals from drug supplies, examination and laboratory testing, bed income, etc., and to implement the target annual salary system for deans and doctors.
it is regrettable that from the current provincial medical service price adjustment program, even to reflect the value of health care labor medical services price adjustment is much smaller than Sanming.
recent years, with the cancellation of the increase in medicines and consumables, and the new crown outbreak, which lasted for a year, has created a very big challenge to the operation of the hospital, financial pressure is enormous.
many large hospitals have called out losses, and Professor Zhu Hengpeng, deputy director of the Institute of Economic Research of the Chinese Academy of Social Sciences, has asserted that many public hospitals will fall into losses in the past two years.
, a doctor netizen said that in the face of losses in the hospital, it is not realistic to take a high annual salary, do not reduce the salary is good.
, a first-tier city, the director of the second-tier general hospital in an interview with the media, but also admitted that with the abolition of drug-based medical reform, will make drug revenue dropped significantly, may not be able to give doctors year-end awards.
, Chinese doctors are still a long way from getting the sun and a reasonable income, and it is difficult to solve the problem with the advent of the annual salary system.