公立医院行政后勤岗位分类及积分量化绩效分配体系构建  

Classification of Administrative Posts of Logistics and Establishment of Integral Quantitative Performance Distribution System

作　　者：刘治君[1] 张培森[1] 杨釜 张东庭 陈丹[2] 

机构地区：[1]自贡市第三人民医院,四川省自贡市643020 [2]成都中医药大学附属医院针灸学校,成都市611173

出　　处：《现代医院管理》2017年第4期69-71,74,共4页Modern Hospital Management

摘　　要：目的在定岗定员定酬工作并不充分的情况下,探索一种行之有效的公立医院行政后勤职能科室绩效分配体系。方法采用德尔菲法、头脑风暴法、描述性分析等方法对岗位分类和绩效积分赋值进行分析。结果将行政后勤科室岗位分为3类11等次:专技岗一级、二级、三级、四级,管理岗一级、二级、三级,工勤岗一级、二级、三级、四级,分别赋予不同岗位分值量化;从学历和工龄两个因子积分量化核定职工的个人素质;建立考核体系实行加减积分,构建三位一体动态绩效分配体系。结论从岗位管理、个人素质和工作考核三个方面形成的动态绩效分配体系,最大程度兼顾了岗位管理、职工个体素质差异和优劳优得,对公立医院绩效改革具有一定的参考意义。Objective： To explore an effective way of performance distribution system in administrative functional departments of logistics without sound post setting,personnel setting and salary setting. Method： The authors analyzed on post classification and performance scoring by means of Delphi,brainstorm,and descriptive analysis. Result： The posts in administrative logistics are classified into 3 kinds and 11 grades： including Grade One,Grade Two,Grade Three and Grade Four of professional and technical posts; Grade One,Grade Two and Grade Three managerial posts; Grade One,Grade Two,Grade Three and Grade Four of logistic posts,which is quantified according to different posts. Personal qualifications of workers are quantified in accordance with the factor score of their educational background and the length of service; point adding and subtract is practiced in examination system to build the three-in-one dynamic performance distribution system. Conclusion： The dynamic performance distribution system, in the greatest extend,brings post management,workers personal qualification differences and the best performance for the greatest pay into consideration.And it provides reference value for performance reform in public hospitals.

关 键 词：绩效分配 岗位分类 行政后勤岗位 公立医院 

分 类 号：R197.3[医药卫生—卫生事业管理]