When it comes to bonuses, everyone's ears perk up.
Who wouldn't like more money? Dean Zhao? Vice Dean Liu? Perhaps only Vice Dean Chen here dislikes money, ahem.
Dean Zhao quickly asked, "Xiao Chen, tell me, how are you going to distribute the bonus?"
"My idea is that the monthly income will be divided into two parts. One part is the basic salary, which will be calculated based on the length of service and position. The other part is the bonus, which will be implemented on a performance-based salary system based on the department.
For example, this month the gastroenterology department had 30,000 outpatient visits and more than 2,000 inpatients, generating business of 500,000.
The endocrinology department has 10,000 outpatient visits and only 500 inpatients per month, with a business volume of only 150,000.
Then we can take the department as the unit, refer to the number of outpatient visits, number of inpatient visits, business volume, profit, etc.
After calculation, the entire gastroenterology department received a bonus of 2,000 yuan, while the endocrinology department only received 500 yuan.
This money will be redistributed within their department based on the individual workload of the doctors.
Those who work more will receive higher bonuses and higher incomes. Those who work less will receive lower bonuses and lower incomes.
When Chen Xia said this, several deans and vice deans present were shocked.
You should know that the performance-based salary reform proposed by Chen Xia is the first in the health system. This is the rhythm of trying new things.
Who among those who can sit on the throne of dean is not a smart person?
As soon as they heard it, they understood the benefits of doing so, but they also understood the disadvantages of doing so, which was that it would offend a considerable number of "lazy people" in the unit.
These people usually eat from the same pot, receive average wages, and live a carefree life. Now their lives are going to be overthrown. Won't these "troublemakers" go crazy and make trouble, report, and even go public?
No one dared to say anything now, because they suddenly thought that Vice President Chen was also a tough guy. Others might be afraid of him, but he might not be.
To put it bluntly, even if he quit his job at the hospital and went home, he would still have no choice but to inherit tens of millions of dollars in assets. This kind of person is really infuriating.
Chen Xia continued:
"This is the allocation for clinical doctors. As for administrative cadres, they can only get the average award of the entire hospital, which is definitely lower than that of clinical staff.
Some people in administrative positions might be dissatisfied, but there's an easy way to deal with it: you can combine clinical work with yours. Then you can get two bonuses, and your income might actually be higher."
Liu Changsheng was anxious: "Comrade Chen Xia, the problem is that we are administrative cadres who don't understand medicine. How should the bonus be calculated?"
Not all the staff members in the hospital have a medical background. For example, among the four presidents and vice presidents of the People's Hospital, only Chen Xia is a doctor with clinical experience.
For example, Zhao Xiaoying came from the Women's Federation, Xu Shuangli came from the Health Bureau, and Liu Changsheng came from Zhijiang Medical University. None of them were doctors.
Chen Xia smiled and said:
"Don't worry, this is easy to handle. Several of our deans and vice deans have annual salary systems. For example, my current income is calculated based on seniority and position allowances. It's 180 yuan a month, or 2,160 yuan a year.
If we implement an annual salary system, we can set a standard, such as 3,000 yuan a year for the vice president and 3,500 yuan a year for the president. Beyond that, they will no longer participate in other bonus distributions of the hospital."
When Zhao Xiaoying and the others heard this, they immediately breathed a sigh of relief, but they were still secretly happy in their hearts.
Because according to Chen Xia's annual salary system, at least the income of their dean will increase, at least by more than a quarter. After all, who doesn't like money?
Chen Xia had no other choice, as his plan was based on the experience of later generations.
Reform will definitely affect the interests of some people, but these interests cannot be limited to the top few people.
If the income of the hospital's president and vice-president are affected and they do not receive the benefits of the reform, they will definitely oppose it to the end. How can this reform be implemented?
Therefore, Chen Xia could only win over the majority and then slowly improve performance-based wages to reduce resistance to reform.
Chen Xia saw smiles on Dean Zhao and the others' faces, so he continued to fool them.
"So this time we're giving each employee going to Europe 10,000 yuan to set a benchmark for outsiders.
As long as the doctors at the People's Hospital can make outstanding contributions, complete their research projects, publish papers in internationally renowned medical journals, and obtain patents, they will be able to make a fortune and count money until their hands cramp.
This is how we can attract top talent. Think about it: which hospital in the country offers a one-time bonus of 10,000 yuan? We at Yuezhou People's Hospital do that. Not only do we offer bonuses, we also provide housing, with four-bedroom, two-living-room, or three-bedroom, two-living-room apartments. Wouldn't you be tempted?
Dean Zhao Xiaoying burst out laughing:
"With such an award, it's hard not to be tempted. Others get a teacup for their outstanding contributions, but we get 10,000 yuan. There's a world of difference."
Everyone burst into laughter.
However, Xu Shuangli still had concerns.
"Deputy Chen, although your reform plan is good, it does not comply with the policies of our superiors. The salary levels in our hospital are determined by the state. You are completely breaking this rule. Will the superiors approve it?
Another thing is that history has proven that most reformers end up...
So, are you mentally prepared for the possibility that if your superiors become furious and a small number of employees cause unrest, will this distribution reform still be able to proceed?"
Xu Shuangli said this out of complete consideration for Chen Xia. Since ancient times, reformers have never had a good ending. This is proven by the Twenty-Four Histories and countless blood and tears.
Others are afraid, but why should Chen Xia be afraid of anything?
As the saying goes: He who has no desires is strong.
He personally didn't want to gain any benefits from this reform. His annual salary of 3,000 yuan was not even as expensive as a pair of his leather shoes.
Besides, if someone really causes trouble and reports it to the higher authorities, not to mention that his bottom is so clean that it can be said to be smooth, there is no need to argue.
In terms of upper-level relationships, my father-in-law is from the city, my future father-in-law is from the province, and my grandfather is now a well-known patriotic Hong Kong businessman. Are these enough?
Who could possibly touch him? So he was truly not afraid.
At worst, I can go home and inherit billions of dollars.
It's hard to do things, but it's not easy to be an experienced person? He has rich experience in this.
Finally, Chen Xia gave everyone a reassurance:
"Don't worry, I proposed this plan. If I really have to take responsibility, I will bear it alone. Director Huang, you can write this down in the meeting minutes. I will sign it later."
Zhao Xiaoying and the others breathed a sigh of relief.
As a leader, of course, you want to gain benefits and let others take the blame. Now that Chen Xia bears all the consequences, they will not have any big problems.
Even if there is a problem, the "main culprit" has been brought to justice. At most, they are responsible for the collective leadership. The law does not punish everyone, so at most they will be fined three cups of wine.
But the money is actually in hand.
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