SUMMARY

Preparation of Service Remuneration System in General Hospital Dr. H. Koesnadi

Bondowoso Regency
General Hospital Dr. H. Koesnadi Bondowoso is a class B non-hospital owned by
the government education regency with 220 beds and 448 employees. Since 24 June
2008 hospital Dr. H. Koesnadi Bondowoso into hospital gradual regional public service
agencies. From the initial survey of employee appraisal of the prevailing system of
services in public hospitals Dr. H. Koesnadi Bondowoso result 77.5% of employees are
dissatisfied.
General purpose of this study is to formulate recommendations service
remuneration system in general hospital Dr. H. Koesnadi Bondowoso which includes the
source of services, a large proportion, the distribution formula and the way the
application as an effort to improve employee satisfaction.
This operational research using cross sectional design. This research subject is a
public hospital employee Dr. H. Koesnadi Bondowoso with the approach of a survey of
79 people chosen by proportional stratified random sampling and interviews with director
and head of sub-section Dr fund mobilization. H. Koesnadi Bondowoso.
The result showed the picture that there are 20 sources of services that are
allocated to directors, deputy directors, physicians, generating unit, hospital cash and
common costs. The results of the study respondents to system services division has not
met 5 of 6 remuneration principles: transparency, respect for the performance, unity,
consensus and fairness. Services division of the respondents judged based solely on
years of service and position / responsibility. While the expectations of respondents
expect most employees of factors, including class rank, years of education and
employment of factors including the level of risk and level of emergency work and the
performance is used as a variable remuneration of distribution services. On this research
also conducted focus group discussion (FGD) as much as three times that aims to get
consensus and recommendations on new proportions, the variables that will be used, the
weight of each variable, the value of each parameter and the formula for the distribution
of service remuneration system.
Conclusions from this study and recommended to be applied in a public hospital
Dr. H. Koesnadi Bondowoso cash allocation services to hospitals and general expenses
are removed and transferred to a new allocation of management and the remaining 2.5%
of the proportion of hospital cash allocation plus the general cost allocation transferred to
a new allocation of postal togetherness 2. 2% the proportion of directors and vice
presidents a total of 3% for all sources of services. Variables used to compile the
remuneration formula is a factor of employment services that include class rank, years of
education, and employment factors, including position or responsibilities, level of
employment risk, the level of emergency and performance. Performance judged on the
completeness of service attributes, work attendance, the level of internal customer
complaints, the level of external customer complaints, the level of regular meeting
attendance, discipline, hours of service, and responsibility in completing tasks. The
selected formula is a third alternative where a post together contributions from doctors

10% and 20% in addition to physicians. How its application begins with forming a
technical team, to socialize, monthly testing and evaluation before they become a hospital
official rules.

ABSTRACT
Preparation of Service Remuneration System in General Hospital Dr. H. Koesnadi
Bondowoso Regency
General Hospital Dr. H. Koesnadi Bondowoso is a class B non-hospital owned by
the government education regency with 220 beds and 448 employees. Since 24 June
2008 hospital Dr. H. Koesnadi Bondowoso into hospital gradual regional public service
agencies. From the initial survey of employee appraisal of the prevailing system of
services in public hospitals Dr. H. Koesnadi Bondowoso result 77.5% of employees are
dissatisfied. General purpose of this study is to formulate recommendations service
remuneration system in general hospital Dr. H. Koesnadi Bondowoso which includes the
source of services, a large proportion, the distribution formula and the way the
application as an effort to improve employee satisfaction. This operational research using
cross sectional design. This research subject is a public hospital employee Dr. H.
Koesnadi Bondowoso with the approach of a survey of 79 people chosen by proportional
stratified random sampling and interviews with director and head of sub-section Dr fund
mobilization. H. Koesnadi Bondowoso. The result showed the picture that there are 20
sources of services that are allocated to directors, deputy directors, physicians, generating
unit, hospital cash and common costs. the results of the study respondents to system
services division has not met 5 of 6 remuneration principles: transparency, respect for the
performance, unity, consensus and fairness. The result showed the picture that there are
20 sources of services that are allocated to directors, deputy directors, physicians,
generating unit, hospital cash and common costs. The results of the study respondents to
system services division has not met 5 of 6 remuneration principles: transparency, respect
for the performance, unity, consensus and fairness. the expectations of respondents
expect most employees of factors, including class rank, years of education and
employment of factors including the level of risk and level of emergency work and the
performance is used as a variable remuneration of distribution services. Recommendation
service remuneration system for public hospitals Dr. H. Koesnadi Bondowoso cash
allocation services to hospitals and general expenses are removed and transferred to a
new allocation of management and the remaining 2.5% of the proportion of hospital cash
allocation plus the general cost allocation transferred to a new allocation of postal
togetherness 2. 2% the proportion of directors and vice presidents a total of 3% for all
sources of services.
Variables used according to expectations of employees.
Performance judged on the completeness of service attributes, work attendance, the level
of internal customer complaints, the level of external customer complaints, the level of
regular meeting attendance, discipline, hours of service, and responsibility in completing
tasks. The selected formula is a third alternative where a post together contributions from
doctors 10% and 20% in addition to physicians. How its application begins with forming
a technical team, to socialize, monthly testing and evaluation before they become a
hospital official rules.
Keywords : Remuneration System, services