公立医院临床科主任绩效管理体系构建  

Construction of the Department Director Performance Management System in Public Hospital

作　　者：吴丽娟[1] 刘永春[1] 徐进[1] 车永茂[1] 

机构地区：[1]苏北人民医院,江苏扬州225001

出　　处：《中国卫生质量管理》2017年第1期69-71,共3页Chinese Health Quality Management

基　　金：苏北人民医院院级科研基金YZUCMS201429

摘　　要：目的构建一套科学、公平以及操作性强的临床科主任绩效管理体系。方法引入等级医院评审的评分方法,运用平衡计分卡、关键绩效指标及SMART等方法,实施全面绩效管理。结果构建了一套涵盖绩效目标、绩效计划、绩效考核和绩效沟通的科主任全面绩效管理体系。结论针对考核对象制订个性化指标体系,发挥月度考核体系和年度考核体系的协同作用。信息化的有力支撑和考核结果的有效反馈是科主任全面绩效管理的关键。Objective To build a department director performance management system with scientificity, fairness and operability. Methods The grading method of ranked hospital appraisal was used with the balanced scorecard, key performance indicators and SMART methods, for the implementation of overall performance management. Results A performance management system containing performance target, performance planning, performance appraisal and performance communication was constructed. Conclusion The personalized indicator system should be developed on assessment object, and the synergies of monthly assessment system and the annual assessment system should be taken. The effective support of the information technology and the effective feedback of the examination results are the key to the overall performance management of the department director.

关 键 词：公立医院 临床科主任 绩效管理 

分 类 号：R197.322[医药卫生—卫生事业管理]