Abstrak: Rumah Sakit ABC Jakarta yang mulai bekerjasama dengan BPJS Kesehatan padaMei 2017, melihat kebutuhan untuk merekrut dokter spesialis full timer untuk menunjangpelayanan spesialistik pada era JKN. Dengan belum siapnya sistem tunjangan yang baikdi Rumah Sakit ABC Jakarta, maka diperlukan adanya suatu rancangan remunerasisebagai sistem tunjangan dokter spesialis di Rumah Sakit ABC Jakarta pada era JKN.Metode penelitian yang digunakan merupakan kombinasi antara penelitiankuantitatif dan kualitatif dengan menggunakan data primer dan sekunder. Data primerdidapat dari wawancara mendalam dan survey, sementara data sekunder diambil dari hasiltelaah dokumen. Penelitian ini menghasilkan rancangan sistem remunerasi untuk dokterspesialis yang diadaptasi dari Keputusan Menteri Kesehatan No. 625/Menkes/SK/V/2010dan Buku Panduan Remunerasi IDI tahun 2016, yang memperhatikan prinsip-prinsipremunerasi serta tiga komponen remunerasi (Pay for Position, Pay for Performance danPay for People).Kata kunci : rancangan remunerasi, remunerasi dokter, remunerasi di era JKN,remunerasi di rumah sakit swasta, prinsip remunerasi, komponenremunerasi.

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ABC Hospital Jakarta, which began to have an agreement with BPJS HealthInsurance in May 2017, saw the need to recruit full timer specialists to support specialistservices in the NHC era. With the absence of a good allowance system at ABC HospitalJakarta, it was necessary to have a design on remuneration for medical specialist as anallowance system at ABC Hospital Jakarta in the NHC era.The research method used was a combination of quantitative and qualitative studyusing primary and secondary data. Primary data obtained from in-depth interviews andsurveys, while secondary data was taken from the results of document review. This studyresulted in the design of a remuneration system for specialists adapted from the Ministerof Health Decree No. 625/Menkes/SK/V/2010 and IDI Remuneration Guidebook of2016, which taken into account the principles of remuneration and three components ofremuneration (Pay for Position, Pay for Performance and Pay for People).Keywords : remuneration design, remuneration for doctor, remuneration in NHC era,remuneration in private hospital, principles of remuneration, component ofremuneration.

Abstrak: Perubahan kebijakan pemberian jasa medis RSIA Buah Hati Ciputat di era Jaminan Kesehatan Nasional menyebabkan keresahan di kalangan staf medis, oleh karena itu penelitian ini bertujuan menyusun rancangan sistem remunerasi staf medis dengan menggunakan pedekatan kuantitatif dilanjutkan dengan kualitatif. Hasil penelitian menunjukkan bahwa pemberian jasa medis di RSIA Buah Hati Ciputat sudah memenuhi prinsip remunerasi seperti yang diungkapkan oleh 79 % staf medis dan telah meningkatkan kenyamanan kerja bagi staf medis. Besaran gaji pokok staf medis masih lebih rendah daripada ketentuan pemerintah. Tunjangan jabatan belum diberikan kepada semua jabatan struktural yang melibatkan staf medis. Pay for performance diberikan kepada semua staf medis dengan menggunakan sistem persentase, menyebabkan peningkatan jumlah kunjungan laboratorium. Pay for people diberikan hanya pada saat tertentu misal saat baru memulai pelayanan JKN dan cukup efektif untuk meningkatkan jumlah kunjungan pasien JKN rata-rata sebesar 50 %. Nilai pekerjaan staf medis spesialis ditentukan berdasarkan standar yang lazim berlaku di rumah sakit yang memiliki level yang sama. Kesimpulannya adalah penerapan sistem remunerasi di RSIA Buah Hati Ciputat sudah memenuhi prinsip-prinsip remunerasi namun pemberian komponen remunerasi belum sesuai dengan ketentuan pemerintah. Peneliti menyarankan agar RSIA Buah Hati Ciputat dapat melakukan perbaikan sistem remunerasi staf medis yang sesuai dengan peraturan pemerintah, memperbaharui formula penghitungan insentif, menyusun formula baku penghitungan bonus, melakukan survey gaji secara rutin dan melakukan penentuan nilai pekerjaan dengan mengkombinasikan hasil analisis dan evaluasi pekerjaan dengan survey gaji. Kata kunci : prinsip remunerasi, komponen remunerasi, analisis dan evaluasi pekerjaan, survey gaji, penentuan nilai pekerjaan Changes in the policy of providing medical services RSIA Buah Hati Ciputat in the era of National Health Insurance caused anxiety among the medical staff, therefore this research aims to design the system of remuneration of medical staff by using quantitative approaches followed by qualitative. The results showed that the provision of medical services at RSIA Buah Hati Ciputat has fulfilled the principle of remuneration as revealed by 79% of medical staff and has improved the working comfort for medical staff. The amount of basic medical staff salaries is still lower than the government requirement. Job allowances have not been granted to all structural positions involving medical staff. Pay for performance is given to all medical staff using a percentage system, leading to an increase in the number of laboratory visits. Pay for people is given only at certain times for example when just starting JKN services and effective enough to increase the number of visits JKN patients on average by 50%. The value of the work of a specialist medical staff is determined by standards that are common in hospitals of the same level. The conclusion is that the application of remuneration system at RSIA Buah Hati Ciputat has fulfilled the principles of remuneration but the remuneration component has not been in accordance with government regulation. The researcher suggested that RSIA Buah Hati Ciputat can repair the remuneration system of medical staff in accordance with the government regulation, update incentive calculation formula, prepare the formula of bonus calculation, conduct salary survey routinely and do the job value determination by combining the result of analysis and job evaluation with survey salary. Keywords: remuneration principle, remuneration component, job analysis and evaluation, salary survey, job value determination