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医生拿定薪 标准薪酬规避“灰色”手段

2017-08-24 05:46:14   中国青年网

此外,和内地编制管理不一样。刘少怀告诉记者,所有员工均使用聘用制,由医管局统一管理,医务人员也不再有副高、正高职称,而是沿用香港体系,分为住院医生、副顾问、顾问。伴随身份的变更,配套的薪酬改革也随之进行。医管局有关人士介绍,与实行编制管理的医院不同,不再以级别定薪,而是以岗定薪,自主制定每个岗位的薪酬标准。“这种设计以医生的实力和贡献为本位,能激励医生努力提高医术,为病人看好病。”

此外,为了评估医生的薪酬级别,香港政府还专门建立了一个医疗信息系统,医疗管理层可以通过这个系统看到任何一个医生的诊疗行为,并据此对医生的级别进行评价。

在药品价格环节,刘少怀还介绍,为了保证医院能够采购到价格相对低廉的药品,香港实行严格的药品公开采购制度,整个过程中,医生都不会参与。加之各个环节都受到各个方面严格的监督,一旦出现徇私,将受到严厉的惩处。

是否可以复制?

要建立在政府的高投入之上

香港模式在内地是否具有可操作性?事实上,早在2012年,这种模式曾在深圳试点。当年7月份,港大深圳医院开门营业。港大深圳医院由深圳市政府出资35亿元兴建,营运费用也由深圳政府补贴,也是首间深港合作的公立医院。医院在运营商基本采用了香港模式,限制过度医疗而被患者称道。作为医改的样本,位于深圳的港大深圳医院的现状和未来都让人充满了期待,与此同时,有关港大深圳医院能否被国内其他公立医院复制的猜测也一时间甚嚣尘上。

四川一名医疗界人士告诉记者,公立医院除了承担看病治疗的任务外,此外还要负责教学科研、公共卫生、突发事件医疗救治和无主病人救治等多项公益性任务。而且公立医院的收入中,政府拨款占据的比例极少。因此,从这个角度上来说,公立医院改革,必须从机制体制入手,相关措施能配套起来,如财政核拨机制、公立医院从事公益性服务的绩效激励机制等。“当然,首先就是建立在政府高投入的基础上。”这名负责人表示。

华西都市报-封面新闻记者 张想玲 香港摄影报道

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