公立医院薪酬改革试点中值得借鉴的几种做法  

Several Practices Worthy of Reference in the Pilot Reform of Public Hospital Pay

作　　者：曾晓霞[1] 刘芳[1] 朱冰[1] 张琦[1] ZENG Xiao-xia;LIU Fang;ZHU Bing;ZHANG Qi(Obstetrics and Gynecology Hospital Affiliated to Fudan University,Shanghai,200011 China)

机构地区：[1]复旦大学附属妇产科医院,上海200011

出　　处：《中国卫生产业》2020年第13期101-102,105,共3页China Health Industry

摘　　要：自2017年公立医院薪酬改革试点工作开展以来,全国多地做了不同的尝试。通过查阅文献,总结出值得借鉴的几种做法。院长绩效年薪制,即根据医院绩效考核结果为医院发放年薪;全员年薪制,即在合理市场调查的前提下,医院内全部职工均采取年薪制;基于以资源消耗为基础的相对价值比率(RBRVS)的绩效薪酬,优绩优酬,能体现劳务价值,但计算复杂;基于疾病诊断相关分组(DRGs)的绩效薪酬,对每一份出院病历进行客观评价,体现医生的技术价值,计算工作复杂。还介绍了绩效工资总额预算办法。医院管理者需根据医院条件采取合适的方法。Since the pilot reform of public hospital salary reform in 2017,various attempts have been made across the country.By consulting the literature,several practices worthy of reference are summarized.Dean's performance annual salary system,that is,the annual salary is paid to the hospital based on the results of the hospital's performance assessment;full staff annual salary system,that is,under the premise of reasonable market surveys,all employees in the hospital adopt an annual salary system;based on the relative value ratio based on resource consumption(RBRVS)performance compensation,excellent performance and excellent compensation,can reflect the value of labor,but the calculation is complicated;based on the performance compensation of disease diagnosis related groups(DRGs),an objective evaluation of each discharged case,reflects the technical value of the doctor,and calculates the work complex.We also introduced the total performance pay budget approach.Hospital managers need to take appropriate measures based on hospital conditions.

关 键 词：公立医院 薪酬 年薪制 绩效工资 RBRVS 

分 类 号：R19[医药卫生—卫生事业管理]