Remunerations, benefits and labor incentives perceived by health care workers in Peru: an analysis comparing The Ministry of Health and The Social Insurance, 2009

Authors

  • Karim Pardo Observatorio de Recursos Humanos, Dirección General de Gestión del Desarrollo de los Recursos Humanos, Ministerio de Salud. Lima, Perú. Médico. MPH. Especialista en Control de enfermedades infecciosas y tropicales.
  • Marcelino Andia Observatorio de Recursos Humanos, Dirección General de Gestión del Desarrollo de los Recursos Humanos, Ministerio de Salud. Lima, Perú. Odontólogo. Maestro en Administración de Servicios de Salud.
  • Amado Rodriguez Dirección de Salud II. Lima Sur, Ministerio de Salud. Lima, Perú. Médico.
  • Walter Pérez Observatorio de Recursos Humanos, Dirección General de Gestión del Desarrollo de los Recursos Humanos, Ministerio de Salud. Lima, Perú. Ing. Estadístico.
  • Betsy Moscoso Observatorio de Recursos Humanos, Dirección General de Gestión del Desarrollo de los Recursos Humanos, Ministerio de Salud. Lima, Perú. Médico.

DOI:

https://doi.org/10.17843/rpmesp.2011.282.503

Keywords:

Salaries and Fringe Benefits, Ocupational Groups, Man Power, Contracts, Peru

Abstract

Objective. To describe the main characteristics of the general salaries situation and the incentive policies of health care workers of Peru, comparing them by their origin institution and type of contract. Materials and methods. A mixed design study was done including both quantitative and qualitative components during 2008 and 2009 with both professional and technical personnel of the Ministry of Health (MINSA) and the Social Insurance (EsSalud) in Peru. The salary structure was primarily evaluated considering incentives, bonuses and other remunerations according to position, type of contract and work place. Results. Remuneration and bonus policies at the national level are determined by the responsibilities and amount of time served. The type of contract is determined by the programs of the public system (DL 276) and the private system (DL 728), also by the Special Program of Contract Services Administration (CAS) and exclusively in MINSA contracting is determined by local health administration Committees (CLAS). The salary structure differs between both types of institutions, especially with respect to incentives and benefits. An special economic incentive for assistance (AETA) is unique to MINSA, but the proportion of assistance varies by region. The professionals of MINSA have lower salaries than those of EsSalud, in all types of contracts. A professional contracted through CAS generally has a lower salary than staff peers in MINSA, though this situation is reversed in EsSalud. The lowest salaries are found in contracts made through CLAS. Conclusions. The structure and salary amounts differ between MINSA and EsSalud, just as they differ by existing contracting types.

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Published

2011-06-30

Issue

Section

Special Section

How to Cite

1.
Pardo K, Andia M, Rodriguez A, Pérez W, Moscoso B. Remunerations, benefits and labor incentives perceived by health care workers in Peru: an analysis comparing The Ministry of Health and The Social Insurance, 2009. Rev Peru Med Exp Salud Publica [Internet]. 2011 Jun. 30 [cited 2024 Dec. 10];28(2). Available from: https://rpmesp.ins.gob.pe/index.php/rpmesp/article/view/503