The first is to deepen the guiding ideology, objectives and principles of personnel system reform in health institutions.
The guiding ideology of deepening the personnel system reform in health institutions is: adhering to the basic line of Deng Xiaoping Theory and the Party and the spirit of the 15th National Congress,
Conscientiously implement the Party's cadre line, principles and policies and the spirit of the central government's decision on health reform and development, proceed from serving socialist modernization and meeting people's health needs, take optimizing the allocation of health human resources and improving the quality of health services as the core, straighten out political functions, decentralize management authority, introduce competition mechanism, and invigorate the employment system, so as to provide strong organizational guarantee and talent support for promoting health reform and promoting the development of health undertakings.
2. The goal of personnel system reform in health institutions is to gradually establish a new management system that is in line with the characteristics of health work, such as separation of government from enterprise, government supervision according to law, independent employment of units, scientific classified management, and improvement of supporting measures, and basically establish a new management system in which personnel can enter and leave, positions can be promoted and demoted, salaries are high and low, talent structure is reasonable, and talents can stand out and be full of vitality.
3. The principles that must be adhered to in the personnel system reform of health institutions are: adhering to the principle of the party managing cadres; Adhere to the policy of "four modernizations" of cadres and the standard of having both ability and political integrity; Insist on respecting knowledge and talents; Adhere to openness, equality, competition and merit; Adhere to distribution according to work and participation of production factors in distribution.
Second, reform the health management system and optimize the allocation of health human resources.
4, governments at all levels and health administrative departments should be guided by regional health planning, according to local health needs, and gradually optimize the allocation of health human resources. Health institutions should rationally allocate all kinds of personnel according to the establishment principles formulated by the Ministry of Health or the establishment standards approved by relevant departments, control the total number of personnel according to business needs and workload, optimize the personnel structure and improve the quality of personnel.
5, health institutions should be "streamlined and efficient" as the principle, in accordance with the provisions of a reasonable set of internal institutions. Internal institutions do not require unity, nor do they require counterparts from top to bottom. Those with similar functions and insufficient workload should be streamlined and merged. Medical institutions can set up their own business departments according to the needs of medical tasks.
6, health institutions should implement and improve the hospital (station, station) long responsibility system. It is necessary to establish and improve the term target responsibility system, and clarify the responsibilities, rights and interests of the hospital (station, institute) directors. It is necessary to give full play to the political core and supervisory role of party organizations, implement democratic management and supervision by relying on workers' congresses, and establish an effective supervision and guarantee mechanism. Pilot units that implement the reform of property rights system can be explored after approval.
Try out new management systems such as the decision-making system of the board of directors and the supervision system of the board of supervisors. It is necessary to strictly implement the outgoing audit system.
7. Actively promote the socialization reform of logistics in health institutions and implement a logistics management model suitable for the work needs of health institutions. Conditional logistics department should be separated from the unit and become an independent economic entity facing the society. Temporarily do not have the conditions of the logistics department to implement separate accounting, self-supporting, self-financing. In large and medium-sized cities where medical institutions are relatively concentrated, the logistics departments of several hospitals can jointly form logistics service groups.
Third, reform the employment system of health institutions.
8. Implement the employment system. In accordance with the principles of open recruitment, merit-based recruitment, equality and voluntariness, and consensus, the unit and the employee shall sign an employment contract to clarify the responsibilities, rights and interests of the unit and the employee, and protect the legitimate rights and interests of both parties. According to the characteristics of different types of personnel, we should implement corresponding employment methods, break the tenure system of administrative posts and professional and technical posts, and implement the transformation from identity management to post management. Among the employed personnel, we can adopt different employment methods for outstanding talents and technical backbones, implement different employment periods, give higher employment treatment, and relatively stabilize a number of technical backbones. Can also be based on the needs of the work, take a combination of full-time and part-time way to hire some part-time technical backbone. The root of medical institutions
According to the characteristics of medical work, formulate part-time management regulations and strengthen the management of part-time personnel.
9, health institutions should be scientific and reasonable post setting. Post setting should adhere to the principle of setting posts on demand, streamlining and high efficiency, and fully consider social needs, unit development, talent structure, talent training and other factors. Some key positions can be determined according to the needs of the work. It is necessary to clarify the post responsibilities, qualifications and term of office, so that the responsibilities are clear, the authority is clear, and the conditions are reasonable. According to the principle of post setting formulated by the competent department and the requirements of the proportion of professional and technical posts, and according to the tasks undertaken by themselves, decide independently the senior, middle and junior posts.
Establish professional and technical post grades. The structural proportion of each department in the same unit should not be unified, and the post setting should be conducive to the development of disciplines and the social demand for health services.
10, health institutions * * * staff management system reform. On the premise of adhering to the principle of the Party's management of cadres and strict management authority of cadres, we should introduce a competitive mechanism, reform a single appointment system, and implement various selection and appointment methods such as appointment, selection, appointment and examination according to different situations. Establish and improve the term target responsibility system, strengthen the assessment of the completion of the term target, and link the assessment results with appointment, dismissal, rewards and punishments.
1 1. Health managers should implement the staff appointment system, and gradually establish a job sequence that conforms to the administrative characteristics of health institutions and the salary that reflects the ability, performance, qualifications and job requirements of managers. Leading cadres at or above the middle level in health institutions implement the target responsibility system for their term of office, and can be appointed in various forms such as direct appointment, tender appointment, election appointment and appointment.
The former "publicity system".
12, health professional and technical personnel to implement professional and technical post appointment system. It is necessary to deepen the reform of professional titles and implement the qualification system, implement the employment access system, and gradually establish and improve the scientific management mechanism for health professional and technical personnel that is compatible with the socialist market economic system. According to the evaluation and employment separately,
Strengthen the principle of appointment and implement the appointment system for professional and technical posts. The administrative department of health shall, under the policy guidance of the personnel department of the government, be responsible for organizing and implementing the professional and technical qualification evaluation of the health industry according to the needs of the appointment of professional and technical posts.
Price and certification work, and gradually establish a socialized health talent evaluation system that conforms to the characteristics of the health industry.
13, the staff and workers of health institutions implement the contract system. cleaner
On the basis of strengthening vocational skills training, standardizing the assessment of workers' technical level and improving workers' quality, ground crew can adopt the methods of competition for posts, merit-based recruitment and regular assessment according to their professional types, skill levels and actual abilities.
Methods: standardize the entry, management and exit of workers.
14, strengthen post-employment management, and establish and improve post assessment system. Conduct a comprehensive assessment of the employed personnel, and take the assessment results as the basis for renewal, promotion and division.
The main basis for distribution, rewards and punishments and dismissal. According to the working characteristics of medical and other health professionals, energy-based assessment elements should be formulated, and a simple and easy assessment and evaluation system suitable for all kinds of different personnel should be established and improved.
15. Establish a dismissal and resignation system. Health institutions should establish a dismissal and resignation system, so that employees can be dismissed according to the prescribed procedures, and employees can also resign according to the employment contract, so as to smooth the output of personnel and increase the employment system.
Flexibility. Medical institutions and other health service departments with poor service quality and attitude, but not enough to dismiss personnel, can implement the admonition exemption system.
Degree, make corrections within a time limit. Those who do not change at the expiration of the period will be dismissed.
16, implement the open recruitment system for new employees. When a health institution needs additional personnel, it shall announce the employment conditions and responsibilities of the vacant post and implement open recruitment. Recruitment adopts a combination of examination and assessment, and the best is selected. Applicants for health technical posts must have corresponding professional qualifications or prescribed qualifications. Non-health professional and technical personnel shall not participate in the application for health technical posts, and those who have already worked in health technical posts must be transferred. In the implementation of employment
In the system, a new method is adopted for newcomers, and the personnel agency system is implemented.
Fourth, reform the wage distribution mechanism of health institutions.
17, the reform of wage distribution system in health institutions should be based on the principle of distribution according to work and participation of production factors, combined with the characteristics of intensive health work knowledge, combination of brain and physical strength and high risk, and gradually promote the reform of management system.
Under the conditions of reform, we will further invigorate internal distribution, expand the distribution autonomy of various institutions, and establish an independent and flexible distribution incentive mechanism in the spirit of paying according to posts, tasks and performance.
18, according to the nature, characteristics and development needs of health institutions, combined with the self-sufficiency rate of funds and financial support, different wage management methods are implemented for different types of health institutions. For health institutions that mainly rely on state funding, it is necessary to implement a controlled lump-sum form of total unit wages and redistribute living wages within the scope of total wages. On the basis of implementing the wage system and wage policy of public institutions, the health institutions with national quota or quota subsidy can independently determine the internal distribution methods of all kinds of personnel according to the total wages approved by the state. For health institutions that are qualified and completely self-financing, it is necessary to insist that the growth rate of total wages is lower than the growth rate of economic benefits, and the actual average wage growth rate of employees is lower than the growth rate of labor productivity of this unit.
Under the premise of long-term principle, determine the wage distribution method.
19. Explore a new distribution mechanism. Actively carry out pilot projects to participate in distribution reform according to production factors, and study and explore ways and means for production factors such as technology and management to participate in distribution. According to the responsibilities of different posts, the complexity of skilled labor, the degree of risk-taking and the size of workload, the management elements, technical elements and responsibility elements are included in the distribution elements to determine the post salary, and the salary is fixed according to the post. Open the distribution grade and tilt to key positions and outstanding talents.
Inclined, for a few technical and management backbones with outstanding ability and level, a higher internal distribution standard can be determined through a certain form of evaluation.
Five, the establishment of health personnel flow mechanism, proper placement of unemployed people.
20, health institutions should actively do ideological and political work in the process of reform, and properly do a good job in the placement of unemployed people. Unemployed people should focus on internal digestion and be properly resettled through various means. Organize and support the unemployed to carry out various forms of service work; According to the actual situation of our unit,
Actively take measures to establish and develop new service projects and fields; Unemployed people should be resettled through job transfer and entrusted to the internal talent exchange center. At the same time, actively explore various effective social resettlement methods.
2 1, using market mechanism to adjust the structure of health talents and promote the rational flow of health talents. Conditional provinces, autonomous regions, municipalities directly under the central government and cities under separate state planning may apply for the establishment of health personnel exchange institutions according to actual conditions.
Service center. Health personnel exchange service center should actively cooperate with the reform of health personnel system and provide services for the flow of health professionals and other health workers within or between industries. According to the actual situation of non-employees
The situation, to provide information and guidance for the placement of triage personnel, organize various job skills training courses, and encourage unemployed people to face the society and strive for re-employment. Local governments and relevant departments should strengthen the guidance and management of talent exchange service institutions.
Health institutions may apply to the health talent exchange service center for hosting the unemployed, and the talent exchange center, unit and custodian shall sign an agreement.
Clarify the responsibilities of the three parties and related matters, centrally manage the unemployed, and reduce the burden of redundant staff in health institutions.
Six, strengthen the organization and leadership of the personnel system reform of health institutions.
22, health institutions personnel system reform is an important part of the cadre personnel system reform, party committees and governments at all levels should strengthen leadership and attach great importance to. The organization and personnel department should strengthen macro management and guidance, and the health administrative department should give full play to the functions of the competent department, carefully organize and make careful arrangements to ensure the smooth progress of the personnel system reform in health institutions.
23, health institutions personnel system reform should pay attention to cooperate with other measures of health reform, overall planning, step by step implementation, and promote each other. ask
According to this opinion, combined with the actual situation of the local unit, formulate specific implementation plans and supporting measures. On the basis of grasping the pilot and accumulating experience, we should gradually push it forward in an all-round way.
24, health institutions personnel system reform involves a wide range, strong policy, is a complex social system engineering, involving the vital interests of the majority of health personnel, we must handle the relationship between reform, development and stability, to ensure stability and unity. The administrative departments of organization, personnel and health shall, in accordance with the relevant national policies and regulations, strengthen the supervision and management of the personnel system reform of health institutions, coordinate and handle personnel disputes arising from the personnel system reform in a timely manner, and protect the legitimate rights and interests of both parties according to law. It is necessary to seriously study and solve the problems encountered in the reform and promote the deepening of the reform of the personnel system in health institutions.
25. This implementation opinion is applicable to health institutions such as medical treatment, prevention and health care. Health education and scientific research institutions can refer to the relevant programs of personnel system reform of education and scientific research institutions.