建立基于医疗成果的岗位管理绩效考核与分配的新机制  

Establishing a new mechanism of performance appraisal and distribution based on the post management of medical achievements

作　　者：张健[1] 赵冠宏[1] 张平原[1] 孙树学[1] 兰茜[1] 张凡[1] 辛有清[1] 刘建[1] 

机构地区：[1]首都医科大学附属北京友谊医院,北京市西城区永安路95号100050

出　　处：《中国医院》2014年第3期37-38,共2页Chinese Hospitals

摘　　要：为进一步深化公立医院改革,北京友谊医院率先实行取消"药品加成"、设立医事服务费的"医药分开"试点工作。医院根据公立医院运行特点,结合自身实际情况,探索建立基于医疗成果的岗位管理绩效考核与分配新机制。此次改革改变了既往以财务收支结余为基础的核算方式,在门诊和住院单元分别实施以门诊人次、门诊医疗行为赋值、住院人次、技术难度(CMI)为核心指标的绩效考核与分配制度,力求通过新机制的建立引导医务人员合理增加医疗产出和收入。In order to further and deepen the reform of public hospitals, Beijing Friendship Hospital become the first hospital taking reform of separating medical care from pharmaceuticals through canceling drug addition and setting up medical service fee. According to the operation characteristics of public hospital, we explore to establish a new mechanism of performance appraisal and distribution based on the post management of medical achievements. The reform changed the accounting method based on the balance of financial income and expenditure. And in the outpatient and inpatient units,we respectively set outpatient visits, outpatient behavioral assignment, inpatient and CMI as the core indicators of performance appraisal and distribution system. The new mechanism will guide the medical staff increase medical output and income reasonably.

关 键 词：医药分开 岗位管理 门诊医疗行为赋值 病例组合 指数 

分 类 号：R197.322[医药卫生—卫生事业管理]