2019 № 7 Some approaches to the labor normalization in the laboratory diagnostics
The laboratory service is one of the most difficult from the point of view of labor normalization, which is determined,
first of all, by the many and ever-increasing number of studies, the variety of equipment used, etc. Laboratory
labor standards were developed more than 20 years ago. They relate primarily to non-automated techniques and do not
reflect the modern organization of labor, new laboratory technologies, etc. Due to the lack of centrally developed labor
standards, medical organizations are forced to determine the load indicators, the number of necessary laboratory workers
mainly by expert means, or try to independently develop labor standards. In these conditions, it is necessary to determine
the main approaches to the implementation of labor standards in the laboratory service, to develop normalization methods
for various research groups. The authors' suggestions were the result of joint research by Federal Research Institute for
Health Organization and Informatics of Ministry of Health of the Russian Federation (Moscow) and St. Petersburg State
Budgetary Healthcare Institution Consultative and Diagnostic Center for Children (St. Petersburg).
2020 № 2 The Main approaches to the evaluation of the effectiveness of the implementation of the “effective contract” in health care
The upcoming reform of the wage system involves a more detailed analysis of not only the advantages and disadvantages of the existing system (as well as previous ones), but also the practice of its application. The most obvious criterion for evaluating the effectiveness of the current wage system is to assess how well it has enabled the implementation of an effective contract and the tasks assigned to it. At the same time, it is necessary to analyze what were the problems of introducing an effective contract that are not directly related to a specific wage system.
One of the main methodological problems with the introduction of an effective contract is that the recommendations for its introduction, developed at the preliminary stage, were not revised following the evaluation of the implementation of an effective contract and its results. Best practices and mistakes were not taken into account, which made it impossible to adjust and specify approaches to the introduction of an effective contract.
In many ways, this is why many institutions have approached the introduction of an effective contract quite formally.
The proposed article is devoted to the criteria for evaluating the success of implementing an effective contract in state (municipal) health care institutions.
2015 № 10 How the process of loosing real authority among directors of Federal (Municipal) institutions impact the efficiency of operations in organisations lead by them
The market conditions in which health care and other social sphere industries operate, issues with financing and so forth prompted the need for reforms, directed on forming an optimal balance between rights and responsibilities of state (municipal) institutions and their leaders. This article looks into opportunities for executing legislatorial rights of Federal Municipal health care institutions from the perspective of matching the authority given to the directors with the responsibilities weighted on them.
2015 № 8 Regulatory control of state-private (municipal-private) partne
The article examines a legislation, related to the state-private partnership and municipal-private partnerships, specifics of its application in the state system. There is also analysis done of a possible impact of the new legislation on investment activity in circumstances of current economic crisis. There are demonstrated legislation opportunities and limitations for realizing state-private partnership projects with participation of state (municipal) institutions in health care.
2019 № 10 The main contours of the next reform of sectoral wage system in public health
The special attention paid to staffing is not accidental – it is a natural reaction of the state to the deterioration of the situation with the number of medical workers in state (municipal) institutions. In turn, the personnel deficit has increased due to the fact that in difficult economic conditions, many institutions have taken the path of reducing workers in order to increase the wages of the remaining. These steps directly contradicted the logic of the "May" presidential Decrees of 2012, but simplified the task of achieving the salaries of medical workers at the level stipulated by these Decrees. Therefore, a number of documents reflecting the strategy of development of health care, as well as the Instructions of the President contain measures aimed at correcting the situation, including by reforming the system of remuneration of employees of state (municipal) health care institutions. At the same time, it is important not just to implement the measures provided for in these documents, but also a specific implementation mechanism. Therefore, the article analyzes the possible positive and negative consequences of various options for the implementation of measures provided for by the Instructions and other documents.
2014 № 9 The order for developing the regulation on labour system norms in a state (municipal) healthcare institution (FSHI «Health Organization and Informatics» Ministry of Health Care of Russia, Moscow, Russia)
Annotation. Questions with regards to the labour norming standards are becoming gradually relevant due to the necessity of establishing indexes and criteria for evaluating employees activity efficiency in the frames of introducing an efficient contract. Logically speaking, norming of the labour should come first before introducing the efficient contract. However, norming the labour — is a complex and time-consuming process, which has to run consistently on an ongoing basis. Therefore, these processes, to a large extent, develop parallel one to another. The starting document for institutions (along with the recommendations of state (municipal) bodies has to become a local normative act — Resolution regarding the system of norming the labour in institution.