Penulis : Moch. Jasin, dr Fakultas : Kesehatan Masyarakat Program Studi : MANAJEMEN PELAYANAN KESEHATAN IPK : 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 Sakit Umum Dr. H. Koesnadi Kabupaten Bondowoso
Abstrak : Constructing Services Incentives Remuneration System in Bondowoso Dr. H. Koesnadi General Hospital Dr. H. Koesnadi General Hospital (DHKGH) in Bondowoso is a government-owned class B non-education hospital with 220 beds and 448 employees. Since 24 June 2008 DHKGH into hospital gradual regional public service agencies. Initial survey showed 77.5% of employees are dissatisfied on present services incentives scheme. The objective of this research was to arrange a recommendation services incentives 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 research using cross sectional design. This research subject are DHKGH employees. A survey to 79 employees chosen by proportional stratified random sampling and interviews with DHKGH director and head of fund mobilization sub-departement. This research result showed there are 20 sources of incentives that are allocated to director, vice directors, doctors, revenue centers, hospital cash and general expenses. Respondents assess the present services incentives remuneration has not comply transparency, respect for the performance, togetherness, consensus and fairness principles. Most respondents expect employees category, length of service, education level, risk level, emergency level and performance is used as a variable in services incentives remuneration system. Recommended services remuneration system for DHKGH are 1) removed allocation to hospital cash and general expenses and transferred to a new allocation is management and second togetherness post, 2) director proportion as big as 2% and total vice directors propostion 3% for all sources of services incentives, 3) variables used according to expectations of employees, 4) formula that choosen is second alternative where the contribution first togetherness post from doctors 10% and revenue centers 20%. Implementation begins by forming a technical team, to socialize and evaluate monthly before it adopted to become a hospital by laws. Keyword : hospital remuneration system, services incentives, remuneration principles, point method, employees assessment, employees expectation

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