基于RBRVS的超声科绩效二次分配方法探讨  

The RBRVS Based Performance Secondary Distribution Method in Ultrasonic Department

作　　者：王彦霞[1] 黄云洲[1] 董军[1] 张连俊[1] WANG Yanxia;HUANG Yunzhou;DONG Jun(TEDA International Cardiovascular Hospital,Tianjin,300457,China)

机构地区：[1]泰达国际心血管病医院

出　　处：《中国卫生质量管理》2019年第3期110-112,共3页Chinese Health Quality Management

基　　金：天津市滨海新区医药卫生科技项目(2015BWKY013)

摘　　要：合理分配绩效工资可激发员工工作积极性,促进科室更好发展。借鉴以资源为基础的相对价值比率理论,综合员工岗位级别、学历、职龄、工龄,分别确定心脏检查项目、血管检查项目、腹部检查项目岗级系数,按实际工作量、标化工作量汇总员工工作量,合理、公平地分配科室员工绩效工资,并按月度、年度进行绩效考评,落实奖惩。指出,合理定岗是核心,信息系统是支撑,公开透明是原则,定期修订不可少。只有建立全面、科学的绩效考评体系,才能促使科室可持续发展。The reasonable distribution of performance wages can stimulate the enthusiasm of employees and promote the development of departments.Drawing on the resource-based theory of relative value ratio,combined with staff position,education,age,and length of service,it was determined respectively the grades of cardiac examination items,vascular examination items,and abdominal examination items,and summarized according to the actual workload,standardization workload,and employees'workload,to reasonable and fair distribute department staff performance salary,and to carry out monthly and annual performance evaluation for implementation of rewards and punishments.It was pointed out that reasonable determination of postswas the core,information system was the support,transparency was the principle,and regular revision was indispensable.Only by establishing a comprehensive and scientific performance appraisal system can the department be promoted for sustainable development.

关 键 词：超声科 绩效工资 二次分配 岗级系数 工作量 

分 类 号：R197.3[医药卫生—卫生事业管理]