| ObjectiveThis paper analyzes the present situation of the implementation of the performance pay system from the perspective of the medical staff of the primary health care institutions in Chongqing,analyzes the impact of the implementation of performance pay on the wage income and job enthusiasm of the primary health care institutions in Chongqing,and discusses the existing problems in the implementation of performance pay.Problems and causes,and put forward targeted policy recommendations,in order to further improve the performance of grassroots health care institutions to implement the policy to provide theoretical support.Data source and Method1.Literature research.This paper reviews the literatures on the implementation of the performance pay system of medical institutions at home and abroad,and summarizes the information materials,all kinds of literatures and data,and provides the theoretical basis for the research.2.Questionnaire survey.A stratified random sampling method was used to carry out random questionnaires on the medical staff of 15 primary health care institutions in five districts of Chongqing.3.Interview investigation.To develop a semi-structured interview outline,the selected sample of primary health care institutions in charge of the performance appraisal allocation of the leadership team members to interview,to understand the unit performance pay and performance appraisal of the actual implementation of the situation,focusing on understanding of the total performance of medical institutions Approval,performance appraisal content design and other incentives and assessment of the understanding and evaluation,to listen to the various units in the specific implementation of the difficult problems encountered.4.Quantitative and qualitative research.Quantitative data using Excel2016 to establish a database for data entry,verification and collation,the use of IBM SPSS statistics 22.0 software for chi-square test and two-class unconditional Logistic regression analysis.On the basis of careful analysis of the relevant data,some cases are summarized,summarized,summarized,revealing the inherent nature of things.Result1.Performance wage satisfaction is not high,mental incentive measures are not enough attention;2.lack of performance wage policy publicity,lack of in-depth understanding of medical staff;3.Performance pay level is low,compared with other sectors of the community do not have a competitive advantage;4.Performance pay distribution is not reasonable,did not play a stimulating role;5.Performance evaluation index system is not scientific,failed to fully reflect the performance situation;6.Performance appraisal results Communication feedback mechanism has not yet been established,is not conducive to improving performance.Conclusion1.There is still a lot of room for improvement in performance pay.2.Increase the performance of the distribution of wage distribution,improve the performance appraisal index system,the appropriate adjustment of incentive performance pay performance in the proportion of pay is conducive to internal distribution of fairness;3.Establish effective performance appraisal results Communication and feedback mechanism,increase the grassroots medical staff on the performance of the wage system and the full awareness of the spirit of the incentive measures are conducive to mobilize the enthusiasm of medical staff work.Suggestion1.Improve the total performance of wages,reflecting the external fairness2.Reasonable development of performance pay distribution program,reflecting the internal fairness3.Scientific refinement performance appraisal index system,enhance the performance appraisal incentive role4.Establish a sound performance feedback communication feedback mechanism to enhance the identity of medical personnel5.Attention to the spirit of incentives to improve the performance of the implementation of wage satisfaction6.To improve the level of medical staff awareness,clear performance of the purpose of implementation of wages... |
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