[1]梅国俊李春青胡金水.县级公立医院工作量绩效方案探讨[J].中国卫生质量管理,2018,25(02):114-116.[doi:10.13912/j.cnki.chqm.2018.25.2.35]

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县级公立医院工作量绩效方案探讨

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《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

摘要:: 目的建立符合县级公立医院实际，体现县级公立医院岗位差异及劳动强度的绩效方案。方法根据岗位性质，将医院一线岗位的医护人员分为医生、护理、医技以及其他部门，并分为不同的科系类别，建立以工作量为基础，引入RBRVS的绩效奖金分配方案。结果以工作量为基础的绩效分配方案符合国家政策方针要求，体现了绩效分配的公平性，具有较强的可操作性，对县级公立医院发展有显著意义。

Abstract:: ObjectiveTo establish a performance management system conforming to the actual situation of county-level public hospitals and reflecting the differences of work and labor intensity of different positions. MethodsAccording to the work position and feature, the hospital frontline staff were divided into doctors, nursing, medical technology, and other departments, and divided into different department categories. Based on the workload, the RBRVS was introduced in the performance bonus allocation program.ResultsThe workload-based performance allocation program is in line with the national policy, which embodies the fairness of performance distribution and has strong operability. It has significant effect on the development of county-level public hospitals.

［1］国务院办公厅. 关于全面推开县级公立医院综合改革的实施意见［Z］.2015.

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　DU Juan,JI Yong,WU Jian.Construction of Performance Appraisal Index System for Managers in Functional Departments of County-Level Public Hospitals[J].Chinese Health Quality Management,2022,29(02):088.[doi:10.13912/j.cnki.chqm.2022.29.2.20 ]

更新日期/Last Update: 2018-03-28