[1]姜华静张国庆李静颜涛.基于RBRVS和KPI的绩效考核方案设计[J].中国卫生质量管理,2019,26(06):9-11.[doi:10.13912/j.cnki.chqm.2019.26.6.03]

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基于RBRVS和KPI的绩效考核方案设计

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R] 卷: 第26卷期数: 2019年06期页码: 9-11 栏目: 特别关注出版日期: 2019-11-28

作者:: 姜华静张国庆李静颜涛; 新疆维吾尔自治区人民医院

关键词:: RBRVS; KPI; 绩效考核方案; 设计

Keywords:: Resource-Based Relative Value Scale; Key Performance Indicator; Performance Assessment System; Design

DOI:: 10.13912/j.cnki.chqm.2019.26.6.03

摘要:: 为了改变以收支为导向的传统奖金分配模式，某院运用RBRVS研究方法，结合关键绩效指标，建立了RBRVS-KPI绩效分配模式，明确了临床科室、医技科室及护理工作的关键绩效指标。研究认为，KPI可以更好地弥补RBRVS的劣势，综合运用RBRVS-KPI可以提升医院运营能力，并对RBRVS-KPI存在问题及解决方案展开了探讨。

Abstract:: In order to change the traditional revenue-income oriented bonus allocation model, by using the Resource-Based Relative Value Scale(RBRVS) core ideas and key performance indicators (KPI), the RBRVS-KPI performance allocation model was established in a hospital, and the key performance indicators of clinical departments, medical technology departments and nursing work were defined.Study indicate, the KPI could make up for the disadvantage of RBRVS, the comprehensive use of RBRVS-KPI can improve the hospital's operational capabilities and explore the RBRVS-KPI problems and solutions.

参考文献/References:

［1］王丽.RBRVS绩效分配模式在公立医院的应用初探［J］.中国总会计师,2017(4):112-113.

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更新日期/Last Update: 2019-11-28