Recently, the Jinan Municipal Health Commission replied to the suggestions of the relevant deputies to the National People's Congress on the "phenomenon of grabbing enterprise hospital talents in public hospitals", saying that the main person in charge of the Jinan Municipal Health Commission has clearly requested: "Don't poach people from each other in a disorderly manner, don't target the city, and don't aim at the grassroots."
Editor|Zhao Xiaohua
来源｜看医界（ID：vistamed）
Click on the avatar above to pay attention to "see the medical community", there is material every day!
Talent mobility is a normal phenomenon in all walks of life, and the healthcare industry is no exception. Some argue that talent should flow freely. It's just that with the flow of medical talents, some people are happy and some are worried.
Jinan Municipal Health Commission: Hospitals should not poach each other in a disorderly manner
According to the website of the Jinan Municipal Health Commission in Shandong Province on April 23, the Jinan Municipal Health Commission recently replied to Hou Yan, a representative of the Third Session of the 18th Municipal People's Congress, on the suggestion that "public hospitals have the phenomenon of grabbing enterprise hospital talents", saying that the main person in charge of the Jinan Municipal Health Commission has made it clear that "do not poach people from each other in a disorderly manner, do not target the city, and do not aim at the grassroots."
Hou Yan said in the suggestion that public hospitals have the phenomenon of grabbing corporate hospital talents, which makes it more difficult for corporate hospitals, and suggested that public hospitals try not to poach doctors from enterprise hospitals in the same area.
In this regard, the Jinan Municipal Health Commission said in its reply on March 18 that the notice of the National Health Commission of the Ministry of Human Resources and Social Security on doing a good job in the open recruitment of college graduates in county-level and primary medical and health institutions in 2020 (Ministry of Human Resources and Social Security [2020] No. 50) requires that "the management of talent exchanges should be effectively strengthened, and it is forbidden to transfer personnel from illegal practices such as building separate files, and prohibiting higher-level medical and health institutions from 'siphoning' talents from lower-level medical and health institutions." ”
The main person in charge of the Municipal Health Commission also made it clear at the city's medical management work conference: "We must have a sense of the overall situation, do not poach people from each other in a disorderly manner, do not aim at the city, and do not aim at the grassroots." ”
In the next step, the Jinan Municipal Health Commission will start from the aspects of improving salary, development space, practice environment, social status, etc., care for the physical and mental health of medical personnel, enhance the sense of professional honor of medical personnel through various forms, create a good atmosphere of respecting medical care and health in the whole society, and mobilize the enthusiasm, initiative and creativity of medical personnel.
The state has long made it clear that it prohibits higher-level hospitals from "siphoning" to poach talents
The measures taken by medical institutions to solve the talent bottleneck are usually nothing more than external introduction and internal training, either "poaching" from the outside, or training through internal paths. However, the growth cycle of medical staff is long, especially for backbone doctors, therefore, some hospitals would rather take the risk of "not emphasizing martial arts" and "digging into the wall", and for some doctors, for salary and personal development considerations, they may also be happy to change jobs.
For example, more than a year ago, nearly 40 doctors and nurses from many hospitals in Henan Province collectively jumped to a well-known local tertiary hospital, which caused heated discussions in the industry. Subsequently, the Henan Provincial Health Commission issued a letter to stop it.
At that time, some people believed that such a move might trigger the impulse of the poached hospital to "poach" people from other primary medical institutions to fill the vacancies. As a result, it poses a challenge to the development of primary health care, which is already insufficient to attract talents.
In order to ensure the healthy development of primary medical care, it is reported that in 2020, the National Health Commission and the Ministry of Human Resources and Social Security jointly issued a document clearly proposing to prohibit higher-level medical and health institutions from "siphoning" talents from lower-level medical and health institutions.
At the local level, as early as 2018, the former Henan Provincial Health and Family Planning Commission issued the "Notice on Ensuring the Stability of the Grassroots Health Talent Team", clarifying a series of hard standards, drawing a red line for regulating the reasonable flow of grassroots talents, and curbing the abnormal flow of health talents.
The province proposed that health departments at all levels should strengthen the management of talent flow and talent files, and prohibit the transfer of personnel through illegal practices such as the establishment of separate files. Higher-level medical and health institutions are not allowed to "siphon" from lower-level medical and health institutions to poach talents.
If the higher-level hospital really needs to poach people from the grass-roots level, it is also possible to reasonably compensate for the investment in the early training of mobile talents, provided that the personnel are transferred from the lower-level medical and health institutions without the approval of the administrative department at the same level. For example, for units that transfer personnel from lower-level medical and health institutions without the approval of the administrative department at the same level, they should be compensated to the lower-level transfer-out units according to the standard of 200,000 yuan per year of working years as personnel training expenses.
Even so, in fact, it is not possible to completely prevent the "siphoning" of talents from higher-level hospitals to lower-level hospitals. Previously, the president of a county-level hospital said: It is not easy to recruit a person who wants to train well, and sends people to a higher-level hospital, but after the training, the person does not come back, which is simply "making a wedding dress for others".
"The average salary of doctors in the county is 6,000 yuan, and it is tens of thousands of yuan in the province," said a county hospital director helplessly: some undergraduate graduates come to work at the grassroots level for a few years, and when they are able to take charge of their own affairs, they can't wait to change jobs.
In addition, Xinhua Daily commented that medical institutions should also reflect on the phenomenon of the exodus of key doctors, and what is the cause of this? If it is due to the salary, position, establishment, and other reasons, it is necessary to find ways to improve the treatment and try to meet the expectations of doctors; if it is because the price offered by the relevant hospital is higher than the normal level, the pace of hospital expansion should be appropriately restricted and regulated, so as to curb the abnormal flow of talent.
Digging people into each other in a disorderly manner is unacceptable
The key is to retain people at the grassroots level and improve their treatment
"Whether it is public hospitals poaching people from each other, or private medical institutions poaching people from public hospitals, it should not adopt a destructive, whole-discipline one-pot approach. A smarter, gentler approach to poaching should be adopted. In February 2018, Professor Duan Tao, a well-known obstetrics and gynecology expert, mentioned this in the "Entrepreneurship Diary: A Letter to the Director of a Public Hospital".
In Duan Tao's view, digging people must be measured, it is necessary to pay attention to techniques, it can be a big action, but it is necessary to make a small incision, so that it will not cause concussion, at most it will cause temporary pain.
First of all, the disorderly poaching of each other, especially targeting the city and the grassroots, is detrimental to the stability and development of the entire medical system. This may not only lead to the excessive concentration of human resources, so that some grassroots or small-scale hospitals face the dilemma of talent shortage, but also may destroy the balance of medical services, resulting in a decline in the quality of medical services in some areas.
Secondly, this behavior may also lead to vicious competition in the medical industry, making hospitals pay more attention to short-term talent competition and ignore long-term talent training and development. This is obviously not good for the long-term development of the medical industry.
At the same time, we should also see that in order to truly solve the problem of medical talent flow, it is necessary to carry out more in-depth reform and improvement from the institutional level. For example, we can establish a more fair and reasonable talent evaluation mechanism, so that outstanding medical personnel can get the treatment and respect they deserve; we can strengthen the construction and development of grassroots medical institutions to improve their ability to attract and retain talents; we can also strengthen the training and introduction of medical personnel, so as to inject more fresh blood into the medical industry.
Xu Yucai, a columnist in the medical field and a well-known expert in medical reform, also said that if you want the grassroots to truly retain talents, it is not enough to restrain higher-level hospitals from poaching people, and it is necessary to solve the problem of low treatment of grassroots talents from the source. In order to prevent the phenomenon of siphoning talents in higher-level hospitals, increasing the amount of compensation can only cure the symptoms, and only by improving the treatment at the grassroots level can we cure the root cause, otherwise, even if the talents do not go to the big hospitals, they will find another way out.
The grassroots level must establish an income distribution incentive mechanism that is compatible with the requirements of job responsibilities, and there is a future in terms of treatment, and it is naturally not a problem to retain people. (This article is published by "Seeing the Medical World", and reprinting must be authorized, and the author and source should be indicated at the beginning of the article.) ）