Abstract：Objective To learn the main problems of performance salary system in primary healthcare institutions after the implement of recent performance salary system guiding opinion in ZhejiangProvince.Methods Purposive sampling method wasused to separately select 2 counties from high, average and poor economic level regions in Zhejiang Province. Questionnaire survey was conducted among 100 leaders of 84 primary healthcare institutions which the number of staffs is larger than 20. The survey contents included demographic characteristics and the assessment of performance appraisal and performance salary system, which embraced workload, the change of work income and enthusiasm, the incentive function, component ratio and existing problem of performance salary system.Results The average income general increased, however, the staffs working enthusiasm should be further improved.Some problems still exist, such as the public health funds were brought into the total performance salary, and the gross payroll levels were low as well as the performance salary was lack of increasing mechanism. The TCM was the prior development business and contribute most to the revenue and expenditure surplus of primary healthcare institutions.Conclusion The performance salary system should be further improved and the operating effect evaluation in phases and stages should be developed. The decoction pieces should be selled without added profit, and the service ability of primary traditional Chinese medicine should be further strengthened.
高启胜, 黄丽华, 王妮妮, 沈堂彪, 钟要红. 浙江省基层医疗卫生机构绩效工资制度实施情况调查分析[J]. 预防医学, 2016, 28(10): 996-999.
GAO Qi-sheng, HUANG Li-hua, WANG Ni-ni, SHEN Tang-biao, ZHONG Yao-hong. An investigation and analysis on the implementation situation of the performance salary system of primary healthcare institutions in Zhejiang Province. Preventive Medicine, 2016, 28(10): 996-999.
