直接比例法产生科室绩效工资总量的研究与操作  

Research and Practice of Total Division Pay for Performance Through Direct Proportion Method

作　　者：陈亚光[1,2] 黄二丹[3] 程江 张甄[1,2] 黄湘雯[1,2] 

机构地区：[1]郴州市第一人民医院湖南郴州423000 [2]南华大学医院管理研究所湖南郴州423000 [3]卫生部卫生发展研究中心北京100000 [4]广州景惠康信医院管理研究院广东广州510000

出　　处：《中国医院管理》2012年第9期21-23,共3页Chinese Hospital Management

基　　金：卫生部规划财务司委托课题

摘　　要：直接比例法产生科室绩效工资符合医院财务制度要求,通过设计不同的比例差别来体现专业、社会效益与经济效益的不同,克服了传统的"收支结余"提取绩效工资中的不公平因素。医护分开核算、设计不同的绩效工资比例,能够避免医护分配中的矛盾。实施员工二次分配、加强公益性、约束性指标的考核可以避免单纯追求经济效益现象。The pay for performance determined by the method of direct proportion is in line with the requirements of the hospital financial system. To reflect the difference among the professional, social and economic benefits by designing different proportion can overcome the unfair factors of traditional ＂the balance＂ when providing the pay for perfor- mance. Accounting separation between the doctors and nurses and designing different proportion for the pay for perfor- mance can avoid conflicts of the allocation within them. Implementation of the secondary distribution of the staff, strengthening the assessment of public welfare and binding indices can avoid the simple pursuit of economic phenomena.

关 键 词：直接比例法 绩效工资 医护分开核算 二次分配 

分 类 号：R197.3[医药卫生—卫生事业管理]