绩效考核和评估在科室管理中的应用  

Application on performance evaluation in clinical department management

作　　者：范先群[1] 计菁[1] 

机构地区：[1]上海市第九人民医院眼科,上海市制造局路639号200011

出　　处：《中国医院》2009年第3期16-18,共3页Chinese Hospitals

摘　　要：目的:探讨绩效考核与评估在科室管理中的应用和价值。方法:依据真实的统计报表资料,选取确定性好、敏感度高、操作性强、人为因素小的考核指标,以"质量考核"和"绩效评估"两轮机制替代以"经济为核心"的单轮模式,促进诊疗行为更加规范,成本概念更加加强,公正透明地推进科室经济分配改革,充分调动医务人员的主观能动性。结果:绩效考核和评估体系的建立,有效地提高了科室的医教研成绩和职工积极性,达到了公平效益的平衡点。结论:临床科室建立绩效考核和评估体系有助于业务水平的发展,提高科室的核心竞争力。但是绩效考核和评估体系的建立是一个复杂的过程,如何运用通用和权威的绩效考核指标还有待进行更深入的推广和探索解决。Objectives： Discuss the assess value of performance management in the clinic department. Methods： Based on statistics data, sensitive, operative and accessible indexes were selected. Quality and performance centered evaluation mechanism altered economy centered mechanism. The bonus assignment is according to the statistics that contains sensitive and objective items. It can improve the normative diagnosis and treatment actions and the economic revolutions candidly. Results： After performance management being carried out, the quality and the technique of medical service were promoted. The balance point of equity and efficiency was achieved. Conclusions： The implementation of performance management remarkably enhanced clinical department＇ s medical service and technical level and improved its core competition. But it is a far-flung and complicated process need to be probed and extended profoundly.

关 键 词：绩效评估 质量考核 科室管理 

分 类 号：R197.3[医药卫生—卫生事业管理] R197.32[医药卫生—公共卫生与预防医学]