-
Categories
-
Pharmaceutical Intermediates
-
Active Pharmaceutical Ingredients
-
Food Additives
- Industrial Coatings
- Agrochemicals
- Dyes and Pigments
- Surfactant
- Flavors and Fragrances
- Chemical Reagents
- Catalyst and Auxiliary
- Natural Products
- Inorganic Chemistry
-
Organic Chemistry
-
Biochemical Engineering
- Analytical Chemistry
-
Cosmetic Ingredient
- Water Treatment Chemical
-
Pharmaceutical Intermediates
Promotion
ECHEMI Mall
Wholesale
Weekly Price
Exhibition
News
-
Trade Service
Medical Network, March 10th.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Among them, Shaanxi Province "Hanyin a sound mechanism to stimulate the vitality of primary health enhance health service capacity," a text selected for the national primary health typical case.
Performance reform of township hospitals, medical staff salaries increased by more than 40%
The case shows that Hanyin County has promoted the reform of the salary system, fully implemented the "two permits", and established the township health center's incentive mechanism for the "Public Welfare Type One Guarantee, and Public Welfare Type Two Management".
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
For a long time, township hospitals have implemented separate revenue and expenditure.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
Therefore, promotion to county-level hospitals or open clinics on their own have become the way out for many health center doctors.
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
To break this situation, the health center performance system must be reformed.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
Village doctors approve wages in accordance with the staff standards of the health center
Rural doctors are assessed and paid on a monthly basis in accordance with the wage standards of the employees of the town’s health center, ensuring that the wage income of rural doctors in remote villages and small villages is not less than 30,000 yuan per year, and uniformly handles the basic endowment insurance for urban employees for qualified rural doctors, and the county finances The subsidy is provided at the standard of 2,000 yuan per person per year to enhance the endogenous motivation of medical staff.
The problems of village doctors mainly focus on establishment and protection.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
"Five Unifications" and "Three Systems" are implemented at town and village levels
The town and village levels implement the "five unifications" of administration, business, personnel, medicine and equipment, and finance; establish the "three systems" of salary payment, performance evaluation, and endowment insurance.
The service age of rural doctors is defined as under 60 years old.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
The talent structure and age structure of the grassroots medical team need to be optimized, the degree of homogeneity is low, and there is a phenomenon that the income of doctors with higher qualifications is almost the same as that of ordinary grassroots doctors.
Only by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Only by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Under this reform, township hospitals are no longer a big pot of rice, and village clinics are no longer self-employed, but are branches under the medical community, under the leadership of the leading hospital , working in coordination and step by step.
As the mainstay of the grassroots township health centers, its golden age of development is also approaching.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In the future, the central health center and community hospitals will become the two major starting points for grassroots diagnosis and treatment, driving the continued development of grassroots medical and health services.
Medical Network, March 10th.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Among them, Shaanxi Province "Hanyin a sound mechanism to stimulate the vitality of primary health enhance health service capacity," a text selected for the national primary health typical case.
Performance reform of township hospitals, medical staff salaries increased by more than 40%
The case shows that Hanyin County has promoted the reform of the salary system, fully implemented the "two permits", and established the township health center's incentive mechanism for the "Public Welfare Type One Guarantee, and Public Welfare Type Two Management".
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
For a long time, township hospitals have implemented separate revenue and expenditure.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
Therefore, promotion to county-level hospitals or open clinics on their own have become the way out for many health center doctors.
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
To break this situation, the health center performance system must be reformed.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
Village doctors approve wages in accordance with the staff standards of the health center
Rural doctors are assessed and paid on a monthly basis in accordance with the wage standards of the employees of the town’s health center, ensuring that the wage income of rural doctors in remote villages and small villages is not less than 30,000 yuan per year, and uniformly handles the basic endowment insurance for urban employees for qualified rural doctors, and the county finances The subsidy is provided at the standard of 2,000 yuan per person per year to enhance the endogenous motivation of medical staff.
The problems of village doctors mainly focus on establishment and protection.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
"Five Unifications" and "Three Systems" are implemented at town and village levels
The town and village levels implement the "five unifications" of administration, business, personnel, medicine and equipment, and finance; establish the "three systems" of salary payment, performance evaluation, and endowment insurance.
The service age of rural doctors is defined as under 60 years old.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
The talent structure and age structure of the grassroots medical team need to be optimized, the degree of homogeneity is low, and there is a phenomenon that the income of doctors with higher qualifications is almost the same as that of ordinary grassroots doctors.
Only by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Only by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Under this reform, township hospitals are no longer a big pot of rice, and village clinics are no longer self-employed, but are branches under the medical community, under the leadership of the leading hospital , working in coordination and step by step.
As the mainstay of the grassroots township health centers, its golden age of development is also approaching.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In the future, the central health center and community hospitals will become the two major starting points for grassroots diagnosis and treatment, driving the continued development of grassroots medical and health services.
Medical Network, March 10th.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Recently, the National Health Commission held a national primary-level health work video and telephone conference, focusing on discussing and exchanging local experiences and opinions on primary-level health construction.
Among them, Shaanxi Province "Hanyin a sound mechanism to stimulate the vitality of primary health enhance health service capacity," a text selected for the national primary health typical case.
Healthy, healthy, healthy Performance reform of township hospitals, medical staff salaries increased by more than 40%
Performance reform of township hospitals, medical staff salaries increased by more than 40% The case shows that Hanyin County has promoted the reform of the salary system, fully implemented the "two permits", and established the township health center's incentive mechanism for the "Public Welfare Type One Guarantee, and Public Welfare Type Two Management".
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
Staff salaries have increased by more than 40% on average compared to before the reform, and the salaries are basically the same as county-level hospitals;
For a long time, township hospitals have implemented separate revenue and expenditure.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
The phenomenon of low wages and big pot meals is more common.
Even compared to some village clinics with outstanding performance, the income level of health center medical staff is much lower.
Therefore, promotion to county-level hospitals or open clinics on their own have become the way out for many health center doctors.
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
Some health centers have even become places for young doctors to go through the field, creating a situation of "doctors in the hospital with iron hits and running water".
To break this situation, the health center performance system must be reformed.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
The incentive mechanism of “Public Welfare First Class Guarantee and Public Welfare Second Management” is to make the health center’s performance mechanism in line with county hospitals, so that health center doctors can taste the sweetness of performance reform, increase their enthusiasm, and let every medical staff.
All become more energetic and energetic.
Village doctors approve wages in accordance with the staff standards of the health center
According to village doctors hospitals worker standard standard standard approved wage Rural doctors are assessed and paid on a monthly basis in accordance with the wage standards of the employees of the town’s health center, ensuring that the wage income of rural doctors in remote villages and small villages is not less than 30,000 yuan per year, and uniformly handles the basic endowment insurance for urban employees for qualified rural doctors, and the county finances The subsidy is provided at the standard of 2,000 yuan per person per year to enhance the endogenous motivation of medical staff.
The problems of village doctors mainly focus on establishment and protection.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
Although the degree of openness of policies varies from place to place, many places have adopted a contract system to strengthen the protection of village doctors.
After signing a labor contract with a township hospital, they can enjoy the four insurances and medical liability insurance, and the worries of old-age care are also solved.
.
"Five Unifications" and "Three Systems" are implemented at town and village levels
"Five Unifications" and "Three Systems" are implemented at town and village levels The town and village levels implement the "five unifications" of administration, business, personnel, medicine and equipment, and finance; establish the "three systems" of salary payment, performance evaluation, and endowment insurance.
The service age of rural doctors is defined as under 60 years old.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
Through "strict advancement and retreat, strong protection", the average age of rural doctors has dropped from 48.
5 to 41.
8 years.
The proportion of people with the title of (general practice) assistant physician or above is 52.
4%, and the average salary is reduced by 26,000 yuan/year increased to 48,000 yuan/year, the team of rural doctors has become younger and more professional, and the attractiveness of the job has been effectively enhanced.
The talent structure and age structure of the grassroots medical team need to be optimized, the degree of homogeneity is low, and there is a phenomenon that the income of doctors with higher qualifications is almost the same as that of ordinary grassroots doctors.
Only by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Talent Talent TalentOnly by accelerating structural optimization and strict personnel management can the vitality of this team be stimulated.
Under this reform, township hospitals are no longer a big pot of rice, and village clinics are no longer self-employed, but are branches under the medical community, under the leadership of the leading hospital , working in coordination and step by step.
Hospital hospital hospital As the mainstay of the grassroots township health centers, its golden age of development is also approaching.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In 2021, the No.
1 document of the Central Committee was formally proposed to improve the medical service capacity of township health centers and select a batch of central health centers.
In the future, the central health center and community hospitals will become the two major starting points for grassroots diagnosis and treatment, driving the continued development of grassroots medical and health services.
