薪酬杠杆撬动人才强院 重庆市人民医院“三次分配”创新实践

Core Viewpoint - The article emphasizes the importance of talent as the "core engine" for the high-quality development of public hospitals, specifically highlighting the innovative incentive mechanisms implemented by Chongqing People's Hospital to integrate salary reform with talent strategy [1][2]. Group 1: Initial Distribution - The hospital has introduced three tools: RBRVS, DRG, and KPI, to establish a distribution mechanism focused on value creation, promoting a "more work, more pay" approach with no upper limit [3][5]. - In 2024, the number of patients undergoing level four surgeries increased by 136.2% compared to 2020, while the average length of hospital stay decreased by 40.67%, and the average hospitalization cost dropped by 30.48% [5]. Group 2: Secondary Distribution - To address the challenges faced by weaker departments, the hospital has implemented a "discipline development adjustment fund" and "special position performance subsidies" to provide support [6][8]. - The hospital allocates a portion of the total performance to a dynamic subsidy fund, which includes cost reductions and increased reward ratios to support the development of weaker disciplines [8]. Group 3: Tertiary Distribution - The third distribution aims to enhance overall strength by creating a collaborative mechanism where talent drives discipline development and vice versa [9][10]. - The hospital has introduced a tailored incentive plan for high-level talent, successfully attracting over 20 high-level talents, including Changjiang Scholars and National Outstanding Youth [10][11]. - The establishment of a "highland discipline" support plan and quarterly competitions fosters a competitive environment, leading to the rapid rise of several advantageous discipline clusters [11].