医疗卫生绩效薪酬支付的国际经验及对中国的启示  

International experiences on pay-for-performance programs and implications for China

作　　者：蒋舒[1,2] 阎川[3] Anne Girault Marie Ferrua Aude Fourcade Philippe Loirat Etienne Minvielle 

机构地区：[1]法国卫生部医院质量控制计划课题组,法国巴黎94805 [2]法国巴黎第十一大学公共卫生系,法国巴黎94805 [3]中央财经大学公共卫生经济与管理研究所,北京100081

出　　处：《中国卫生政策研究》2015年第2期27-35,共9页Chinese Journal of Health Policy

基　　金：法国卫生部医院绩效薪酬政策(IFAQ)课题项目

摘　　要：为提高医疗质量,过去几十年来世界各国在医疗卫生系统设计并推行了"绩效薪酬支付"项目。这些项目针对不同的对象以及单位和部门进行激励。近年,绩效薪酬被逐渐引入我国医疗卫生系统。本文回顾了国际上主要国家(美国、法国和英国等)在医疗卫生体系内推行的绩效薪酬项目,梳理了各国在项目设计时的共性经验,总结了项目设计时需要考虑的关键要素,包括项目的激励对象、绩效指标、激励方式、绩效基准等,并分析这些要素的优缺点及实施中可能出现的问题,旨在为我国的医疗卫生系统绩效薪酬改革提供参考。In the past decade, pay-for-performance （P4P） programs in the health care sector have been im-plemented throughout the world. These programs differ in their design, as they have different targets （ hospitals or physicians） and different performance sectors incentivised. P4P has also been introduced to Chinese hospitals re-cently. This article reviews major P4P initiatives （programs of the U. K. , U. S. , France, etc. ） and collects common design factors for analysis （ targets, quality measures, incentive schemes, performance benchmarks, etc. ） . The pros and cons of each design factor are discussed, and some inevitable empirical pitfalls are also reviewed. It is anticipa-ted that such international experiences can provide possible future reference for the Chinese hospital remuneration re-form.

关 键 词：绩效薪酬 医院管理 医疗质量 激励 

分 类 号：R197[医药卫生—卫生事业管理]