Doljenkova Yu V, Polevaya M V, Rudenko G G
The Federal State Educational Budget Institution «The Financial University under the Government of the Russian Federation», 125993, Moscow, Russia,
The Federal State Educational Budget Institution «The Financial University under the Government of the Russian Federation», 125993, Moscow, Russia.
Probl Sotsialnoi Gig Zdravookhranenniiai Istor Med. 2019 Jul;27(4):452-458. doi: 10.32687/0869-866X-2019-27-4-452-458.
In health care, as in other sectors of the public sector, introduced a new system of remuneration (NSOT). However, as the analysis of practice shows, the consequences of its implementation are ambiguous. Despite the growth of the average salary of all categories of medical personnel, its size does not correspond to the planned indicators in most regions of the Russian Federation. The presence in public health organizations of various organizational and legal forms has put institutions in unequal conditions of formation and distribution of funds of the wage Fund. As a result, medical personnel in one region receive different salaries for the same functions. These trends lead to the outflow of personnel from public health institutions in other industries and activities against the backdrop of increased intensification of labor of workers, an increase in the number of functions performed, a significant bureaucratization of their activities. Thus, one of the most important goals of the NSOT to attract and retain specialists in public health has not been achieved. There are serious shortcomings in the construction of basic salaries on the basis of professional qualification groups, due to which the size of the permanent part of the earnings of low-skilled workers in public health may be lower than the minimum wage in the region. One of the most important elements of the new wage system is an effective contract, the introduction of which has led to the fact that the share of variable wages in public health care is unreasonably overstated. It should be noted that in the medical institutions of the public sector there are often no indicators to assess the quality and results of work of employees and the organization as a whole, which leads to problems in determining the criteria for the effectiveness of personnel. Thus, in order to improve the new system of remuneration, it is necessary to eliminate these shortcomings, to develop methodological approaches to the formation of official salaries taking into account the requirements of labor legislation, all decisions in the field of remuneration should have a financial basis.
在医疗保健领域，与公共部门的其他领域一样，引入了新的薪酬制度（NSOT）。然而，实践分析表明，其实施后果并不明确。尽管各类医务人员的平均工资有所增长，但在俄罗斯联邦的大多数地区，其数额与计划指标不符。公共卫生组织中存在各种组织和法律形式，这使各机构在工资基金的形成和分配方面处于不平等的条件。结果，同一地区的医务人员从事相同工作却领取不同的薪水。在工人劳动强度加大、履行的职能数量增加以及活动严重官僚化的背景下，这些趋势导致公共卫生机构的人员流向其他行业和活动。因此，NSOT吸引和留住公共卫生领域专家这一最重要目标并未实现。基于专业资格组构建基本工资存在严重缺陷，正因如此，公共卫生领域低技能工人收入中固定部分的数额可能低于该地区的最低工资。新工资制度最重要的要素之一是有效合同，其引入导致公共医疗保健领域可变工资的份额被不合理地夸大。应当指出，公共部门的医疗机构往往没有评估员工和整个组织工作质量及成果的指标，这导致在确定人员效率标准方面出现问题。因此，为改进新的薪酬制度，有必要消除这些缺陷，制定考虑到劳动立法要求的官方工资形成方法，薪酬领域的所有决策都应具有财务依据。
