Research Staff Salary Levels For The Center For Disease Control And Prevention

Objective:To analysis status and trends in wages of performance related pay of health workers ofCenter for Disease Control and Prevention (CDCs), discussion with the relationship between staffsalaries and enthusiasm, to improve the public health sector pay system to provide policyrecommendations.Methods:Totally,263CDCs were selected from the country’s30provinces or municipalities andXinjiang Production and Construction Corps (excluding Tibet) by stratified-cluster randomsampling and questionnaire surveys were conducted to collect data on workers and facilities in2012, agency sampling probability is7.5%, to carry on the institution and extract the agency20%of staff to implement performance salary survey.2013in Sichuan, Jilin and Jiangsu CDCsremuneration to conduct field research. Analyze compensation levels and staff enthusiasm throughthe Spearman correlation. Analyze influencing factors of working enthusiasm throughnon-conditional logistic regression statistical method.Results:1.Health financial annual report showed, ranked a sixth health institution in our country.Deduct the price factors, CDC’s salary in2009-2011average annual growth rate was6.41%withsocial average wage of the average annual growth rate (6.19%).2. Institutions according to the survey showed CDC’s salary in2009-2011were44113yuan,47432yuan and50073yuan, merit pay were32877yuan,36098yuan and42819yuan, meritpay proportion were45.6%、48.3%and50.9%. Merit pay the proportion of rising year by year.3.2011of CDCs in east China staff salary was63708yuan, higher than in the west of the38158yuan and38158yuan in central. There was no statistically significant difference of basicwages, allowances and performance-related pay difference had statistical significance. Deduct theprice factors, three years east-central-west regions staff salaries average annual growth rate were1.11%,1.74%and1.11%respectively, merit pay were2.12%、7.18%and10.25%. West wasfastest, east was the slowest. In the investigation of31provinces and cities,2009-2011staffsalaries in the top five were in Zhejiang, Jiangsu, Shanghai, Beijing and Tianjin, in the back of theprovinces and cities were in Heilongjiang, Jilin,Hunan, Shanxi and Henan.4. Management, professional and technical personnel, those logistics personnel of CDC’ssalary in2011were53067yuan,50959yuan and46412yuan. The basic wage difference wasstatistically significant; Subsidies and allowances and performance-related pay differences had nostatistical significance.5. The personal survey showed staff income after implementing performance salary increase higher percentage of province were Jilin, Corps, Fujian, Shandong and Inner Mongolia; lowerprovinces were Jiangxi, Qinghai, Jiangsu, Zhejiang and Gansu. Institutions according to thesurvey showed staff enthusiasm after implementing performance salary raise higher percentage ofprovince were Tianjin, Liaoning, Shanghai, Shandong, Shanxi, Ningxia and Corps; Lowerprovinces were Yunnan, Guangxi,Jiangsu and Zhejiang.6. Enthusiasm in31provinces of institution of disease prevention and control increased ratioof the dependent variable, with the proportion of the relevant provinces and cities staff salaryincrease as the independent variables to the Spearman correlation analysis, results showed that thecompensation change was positively correlated with the enthusiasm of the staff change (r=0.376,p=0.037). To work enthusiasm to enhance or not as the dependent variable, put some bonusproportion of performance pay, performance appraisal results pegged to the performance salary,the unit leadership and staff average performance wage gap, the unit to mobilize enthusiasm ofrelated measures (good working environment, career development, reasonable level of wageincome, access to training opportunities, reasonable preparation, promotion opportunities,undertake the important task)11factors into the Logistic regression model, results showed that thefactors influencing health workers’ enthusiasm was the reasonable payment level(OR=5.22).7. Survey in Sichuan, Jilin and Jiangsu showed after the implementation ofperformance-based pay38.4%staff income didn’t change even drops,89.1%of workers were notsatisfied with salary,83.0%workers surveyed thought that compensation should be2-4times theaverage wage of the society,87.8%of the workers thought that the existing compensation doesnot accord with their labor cost.Conclusions:1. Personnel of institution of CDC worked in a low level of compensation.2. East central and western regions in our country workers pay levels was different, theeastern highest, lowest in central. The average annual growth rate in the western region salary wasthe fastest.3. Management, professional and technical personnel, those logistics personnel of CDC’ssalary gap is not big enough to remain "Commons" phenomenon.4. the factors influencing health workers’ enthusiasm was the reasonable payment level.