创新临床科室主任年度绩效考核方法及评价结果分析  

Analysis of the innovative annual performance appraisal method and evaluation result of the director of clinical department

作　　者：金凤[1] 任龙喜[2] 夏文斌[2] 周杰红 李翔[1] 

机构地区：[1]北京市垂杨柳医院经济管理与统计部,北京100022 [2]北京市垂杨柳医院院务部,北京100022 [3]北京市垂杨柳医院信息管理部,北京100022

出　　处：《中国现代医生》2017年第27期132-134,共3页China Modern Doctor

摘　　要：目的探讨在国家医改新形势下医院采用KPI绩效方法考核临床科室主任的效果。方法运用360度测评方法、KPI综合目标管理考核方法分别对45名临床科室主任进行绩效考核,并将考核结果进行对比分析。结果两种方法考核结果对比分析显示,差异有统计学意义(t=8.723,P<0.05);KPI考核结果为(80.96±9.14)分,考核适当拉开科室主任之间的差距;工作效率、学科人才建设指标敏感性强;通过KPI考核医院整体效率、质量关键指标明显改善。结论针对临床科室主任绩效考核采用以KPI为主的绩效考核方法较单纯的360度测评更有激励的作用。Objective To explore the effect of KPI performance method used in hospitals in assessing the clinical department director under the new situation of national medical reform. Methods The performance appraisal of 45 clinical department directors was carried out by using 360 degree evaluation method and KPI comprehensive target management assessment method, and the results were compared and analyzed. Results The comparative analysis of examination results of the two methods show that the difference was statistically significant（t=8.723,P〈0.05）. The results of the KPI assessment was（80.96±9.14）points. The gap between the department director was appropriately widen by assessment. And the work efficiency, subject talent construction indicators were sensitive. The overall efficiency and the quality key indicators were improved significantly through the KPI assessment. Using KPI-based performance appraisal method has more incentive role than the simple 360 degree evaluation does for the performance appraisal of clinical department director. Conclusion The performance evaluation method based on KPI is more exciting than the simple 360 degree evaluation.

关 键 词：KPI 绩效考核 医改 信息系统 科室主任 

分 类 号：R192[医药卫生—卫生事业管理]