The hospital performance plan is controversial: doctors are dissatisfied, **helpless, does the administration really win?
Recently, a hospital performance plan has attracted widespread attention and heated discussions on the Internet. According to a post by a doctor who is a god outsider, there is a serious problem of unfair distribution of the program, involving the distribution of benefits between clinical and administrative, doctors and **, and doctors in the department. This incident quickly aroused the attention and discussion of all walks of life, and people questioned whether this performance plan was really fair and reasonable.
First, let's look at the distribution between clinical and administrative. According to the news, the hospital took 90% of the department's income, leaving only 10% for the clinic. This means that the pie-size ratio between administrative and clinical is 9:1 in the distribution of performance. Is this a reasonable ratio? The work of an executive is important, but should clinicians be rewarded more for their efforts and risks?
Secondly, the distribution problem between doctors and ** cannot be ignored. Of the remaining 10% in the department, doctors can only get 30%, while ** can get 70%. Is this distribution fair? Both doctors and ** are an integral part of the medical team, and their work is equally important and hard. However, this distribution makes doctors feel ignored and unfair.
In addition, there is a serious inequity in the distribution of doctors within the department. After the hospital takes most of the income, ** takes another part, and the remaining part is divided among the doctors. The distribution ratio is as high as 10:1, and some doctors even get less than interns. Such a distribution method will undoubtedly seriously discourage the enthusiasm and enthusiasm of doctors.
In the face of such a performance plan, the doctor not only expressed strong dissatisfaction and desire to change departments, but even revealed the idea of entering the administrative department. This is undoubtedly a deep reflection and questioning of the current hospital management model.
However, we also have to admit that performance management, as an important means in modern hospital management, is intended to better distribute results and mobilize the enthusiasm of medical staff. However, in practice, due to the influence and constraints of various factors, it is often difficult for the performance plan to be completely fair and reasonable.
So, how to solve this problem? First of all, we need to establish an open, transparent and fair performance distribution mechanism to ensure that everyone is rewarded for their efforts. Secondly, we need to fully consider the differences and risks between different departments and positions, and formulate reasonable performance appraisal standards. Finally, we also need to strengthen the monitoring and evaluation of performance programs, identify and solve problems in a timely manner, and ensure that performance programs can truly play their due role.
In short, the fairness and rationality of the hospital performance plan are directly related to the enthusiasm and enthusiasm of the medical staff, as well as the long-term development and social reputation of the hospital. Therefore, we must attach great importance to this problem and take practical and effective measures to solve it. Only in this way can we build a more just, efficient and harmonious medical system and provide better medical services for the majority of patients.