Penulis : Moch. Jasin, drFakultas : Kesehatan Masyarakat

Program Studi : MANAJEMEN PELAYANAN KESEHATANIPK : 3.99

Pembimbing I : Dr. Nyoman Anita Damayanti, drg., M.S.Pembimbing II : Ratna Dwi Wulandari, S.KM., M.Kes

Penyusunan Sistem Remunerasi Jasa Pelayanan di Rumah SakitUmum Dr. H. Koesnadi Kabupaten Bondowoso

Abstrak :

Constructing Service’s Incentives Remuneration System in Bondowoso Dr. H. Koesnadi GeneralHospital

Dr. H. Koesnadi General Hospital (DHKGH) in Bondowoso is a government-owned class B non-educationhospital with 220 beds and 448 employees. Since 24 June 2008 DHKGH into hospital gradual regionalpublic service agencies. Initial survey showed 77.5% of employees are dissatisfied on present service’sincentives scheme. The objective of this research was to arrange a recommendation service’sincentives remuneration system in DHKGH which includes the source of incentives, the proportion,formula and the implementation as an effort to improve employee satisfaction. This operational researchusing cross sectional design. This research subject are DHKGH employees. A survey to 79 employeeschosen by proportional stratified random sampling and interviews with DHKGH director and head of fundmobilization sub-departement. This research result showed there are 20 sources of incentives that areallocated to director, vice directors, doctors, revenue centers, hospital cash and general expenses.Respondents assess the present service’s incentives remuneration has not comply transparency, respectfor the performance, togetherness, consensus and fairness principles. Most respondents expectemployee’s category, length of service, education level, risk level, emergency level and performance isused as a variable in service’s incentives remuneration system. Recommended service’sremuneration system for DHKGH are 1) removed allocation to hospital cash and general expenses andtransferred to a new allocation is management and second togetherness post, 2) director proportion as bigas 2% and total vice directors propostion 3% for all sources of service’s incentives, 3) variables usedaccording to expectations of employees, 4) formula that choosen is second alternative where thecontribution first togetherness post from doctors 10% and revenue centers 20%. Implementation begins byforming a technical team, to socialize and evaluate monthly before it adopted to become a hospital by laws.

Keyword :

hospital remuneration system, service’s incentives, remuneration principles, point method,employee’s assessment, employee’s expectation

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