社区卫生服务机构岗位绩效考核指标体系的预评估  

Pre-test of Performance Appraisal Indicator System for Posts in Community Health Service Organization

作　　者：彭迎春[1] 苏宁 何永洁 梁万年[3] 

机构地区：[1]首都医科大学卫生管理与教育学院,北京市100069 [2]北京市社区卫生协会 [3]卫生部应急办

出　　处：《中国全科医学》2011年第22期2485-2491,2495,共8页Chinese General Practice

基　　金：北京市教委社科计划面上项目(SM201010025003)

摘　　要：本研究将前期制定出的医、护、防岗位绩效考核指标选取某家社区卫生服务机构进行预评估后,分别采用连乘法和加权法计算个人绩效综合得分。通过对两种方法下个人绩效综合得分结果变异程度的比较,可以发现连乘法变异程度明显大于加权法,按连乘法的绩效分值进行薪酬分配的结果更能够拉开绩效工资分配档次,在不同岗位、不同人员之间可形成一定梯度差,能够在一定程度上体现多劳多得、优绩优酬;而加权法的分配结果在不同岗位、不同人员之间差异较小,比较集中,趋于平均化,有形成"吃大锅饭"的隐患,在一定程度上会挫伤部分员工的工作积极性。但通过对医、护、防的考核结果沟通反馈后发现,不同岗位人员对两种方法的选择倾向存在差异。全科医生、社区护士更倾向于连乘法,而预防保健人员更倾向于加权法。After the pilot evaluation of the performance appraisal indicator system for each post in a Community Health Service Organization,the methods of even multiplication and weighted sum were both used to calculate the total performance scores for each personnel.The comparative analysis found that the coefficient of variation by the first method was larger than that by the second method.Compared with the weighted sum method,the allocation of performance pay was more reasonable and with higher discrimination by the even multiplication method,presenting in a certain degree the principle of ＂more pay for more work＂ and ＂higher salary for better performance＂.The feedback of performance appraisal revealed a difference in preference for the methods among personnel in different posts.The general practitioners and community nurses were more inclined to accept the even multiplication method,while the personnel in preventive health care were more inclined to accept the weighted sum method.

关 键 词：社区卫生服务 绩效考核 指标体系 预评估 

分 类 号：R197[医药卫生—卫生事业管理]