My Medical Skills Give Me Experience Points Chapter 1460 - 584: Impacting Top Domestic Medical Institute

It was precisely because Zhou Can had put in the hard work back then that he was able to win such an almost perfect girlfriend.

"Marriage is a significant event; how can you just call your elders to discuss such things? Give a bit more ti, and then I’ll take leave to bring the betrothal gifts and docunts to your hotown to propose. You shouldn’t have to suffer any grievances in matters like this."

Zhou Can’s attitude towards this matter was very firm.

The main issue was that there were just too many work-related matters, one after another, leaving him no ti even to catch his breath.

This is how it is when you’re fighting for your career.

During a period of rapid developnt, you must strive hard. Otherwise, if you miss the opportunity, you may not have another chance to strive again.

Now, the departnt leaders valued him, two deputy deans were fully supporting his entry into the quality control section, Director Tan of Internal dicine invited him to the school as a teaching assistant, and he was pursuing postgraduate studies in the field of bone trauma with a prominent expert...

Getting just one of these opportunities would be considered a great blessing for many others.

With so many resources and opportunities gathered around him, Zhou Can had no reason not to work hard.

Early the next morning, Director Lou called all mbers of the Ergency Departnt to a short eting in the conference room.

The eting was originally scheduled for after work yesterday evening, but Director Lou had a last-minute engagent to attend a symposium organized by the competent authority with Dean Zhu, which delayed it until this morning.

In the conference room, over a hundred dical staff mbers were packed in, sitting in rows.

A few needed to remain on duty in the resuscitation room and ICU and could not make it to the eting.

"The purpose of this morning eting is to announce several things. The first matter is that Doctor Fu Chachun insulted Surgery Vice Leader Zhou Can in public yesterday, and we must issue serious criticism of this behavior. The departnt will take the following disciplinary actions against Doctor Fu Chachun: suspension of surgical privileges for one week, and if it happens again, he will be directly dismissed. Additionally, Fu Chachun needs to apologize publicly to Zhou Can."

The first matter discussed at the eting was surprisingly about this issue.

This not only demonstrated the departnt’s stern attitude towards the incident but also helped to establish Zhou Can’s authority.

Fu Chachun, holding a prepared script, walked up to the stage with his head down.

"I am Fu Chachun, a senior attending physician in the Ergency Departnt. Due to my seniority, I defied Vice Leader Zhou Can’s authority in public. Working with such an attitude is unacceptable, and refusing to accept the managent of young cadres just because of seniority is even more unacceptable... I sincerely apologize to Vice Leader Zhou Can in front of the whole departnt. I ask Leader Zhou to forgive my misconduct, and I urge everyone to take this as a lesson."

The audience fell silent.

The people couldn’t help but gain a new level of respect for Zhou Can.

Especially those who previously relied on their seniority in the Ergency Departnt and didn’t hold Zhou Can in high regard started to realign their stance.

The departnt’s punishnt of Fu Chachun served as a warning to them.

"Recognizing one’s mistakes and making corrections is of utmost rit. It’s comndable that Doctor Fu can deeply recognize his errors and is willing to and them. Anyone who dares to admit their mistakes is truly courageous. Our Ergency Departnt, through everyone’s joint efforts, has started to flourish and grow rapidly. I hope all colleagues remain united and friendly because we are one family."

Director Lou took the opportunity to emphasize the importance of departnt unity.

With repeated promotion, a consistent and subtle influence can gradually instill a ntality of unity and friendliness.

For a long ti, our Ergency Departnt has been very united.

"The second matter is that through patient feedback data over the past six months, a serious declining trend in our departnt’s dical quality has been observed. This situation is extrely critical. Therefore, after discussion among the departnt leaders, it’s been decided that every surgery will be scored. If a surgery receives multiple failing scores, we will suspend the surgeon’s privileges, dock bonuses, cancel qualifications for excellence evaluations, or even initiate dismissal. For those who consistently receive excellent scores, the top three will be awarded additional bonuses of 5000, 3000, and 1000 yuan respectively. If there are opportunities for surgical training, they will be given priority recomndations."

Once the reward and disciplinary asures were announced, a buzz swept through the surgery doctors of the Ergency Departnt.

The prospect of a 5000-yuan bonus was quite tempting for many.

"Director Lou, do we have a similar reward and disciplinary chanism in Internal dicine?"

"For now, it’s being trialed in the Ergency surgery room. If the results are positive, similar chanisms will be rolled out in Internal dicine, ICU, and the resuscitation room. I might as well share so good news with you all: because our Ergency Departnt has strengthened, we’ve secured three new establishnt positions this year. Everyone here who hasn’t secured a position yet will have a chance. When the ti cos, positions will be allocated based on rit."

This was another major announcent.

Even more enticing than the bonuses of 5000 and 3000 yuan.

No doctor or nurse would want to miss out on an establishnt position.

Don’t be fooled by the current promotion of equal pay for equal work across major hospitals; there’s a big difference between having a position and not having one.

Pension benefits, retirent benefits, and promotions to important positions clearly favor established employees.

Many benefits simply aren’t available to ordinary employees.

No matter how outstanding you are, if you don’t have a position, you simply don’t have one.

Doctors or nurses with established positions cannot be dismissed by the hospital unless they commit major errors. This is because their records are directly managed by the Health Bureau, while regular employees’ personnel records are kept by the hospital’s personnel departnt.

To put it frankly, the salaries for established personnel are uniformly issued by the finance departnt.

The salaries of ordinary healthcare staff are distributed by the hospital itself.