医院实施以工作量为导向的绩效分配制度的体会与思考  

Thoughts and experiences on conducting workload-oriented performance distribution system in hospital

作　　者：王晓萌[1] 陈浦兰[1] 王喜艳[1] 

机构地区：[1]新疆医科大学附属肿瘤医院,新疆乌鲁木齐830000

出　　处：《医院与医学》2014年第1期40-42,共3页Hospital and Medicine

摘　　要：新疆医科大学附属肿瘤医院是新疆维吾尔自治区唯一一所集医疗、教学、科研、预防和继续医学教育为一体的三级甲等肿瘤专科医院。2012年7月，医院实施压缩床位的“瘦身行动”，相继出台了以激励为目的的相关绩效分配政策，通过分析医院面临的内外环境，将关键指标评价法、平衡计分卡法运用到医院绩效管理中，结合科室的内部二次分配，经过不断的完善和改进，取得了医院可持续发展的良好效果。The Affiliated Tumor Hospital of Xinjiang Medical University is the only Grade Three level-A tumor hospital which gathers the clinical, teaching, scientific research, prevention and continuing medical education together in Xinjiang Uygur Autonomous Regions. In July, 2007, our hospital implemented＂the Slimming Action＂to reduce the beds and start performance distribution system, meanwhile, we analysis the situation, using Key Performance Indicators （KPI）, Balanced Score Card （BSC） and the secondary distribution within department, with constantly improvement, to achieve sustainable development of the hospital.

关 键 词：医院绩效管理 绩效分配制度 工作量 考核 

分 类 号：R471[医药卫生—护理学]