公立医院内部绩效考核与分配制度改革实证研究  

Empirical Study on Performance Appraisal and Distribution System Reform in Public Hospitals

作　　者：王汉松[1,2] 黄瑾 余嘉俐 董斌 殷勇[1] 傅丽娟[1] 赵列宾[1,2] WANG Han-song;HUANG Jin;YU Jia-li(Shanghai Children’s Medical Center,Shanghai Jiaotong University School of Medi-cine,Shanghai,200127,China;不详)

机构地区：[1]上海交通大学医学院附属上海儿童医学中心,上海200127 [2]上海交通大学中国医院发展研究院儿童健康管理研究所,上海200127

出　　处：《中国医院管理》2020年第11期10-13,共4页Chinese Hospital Management

基　　金：国家卫生健康委卫生发展研究中心项目(2019-18);上海交通大学中国医院发展研究院项目(CHDI-2017-A-06,CHDI-2018-A-18)。

摘　　要：目的基于实证分析研究医院内部绩效考核和分配机制。方法采用文献分析、专家咨询、比较研究等方法分析改革的措施及成效。结果基于"两切断、一转变",结合"八要素",搭建了"一个理念、五个维度"的"1+5"考核分配模型。以健康中国为指引,构建新型绩效考核评价体系,涵盖4个维度、9个模块和64个指标。建立"五个维度"绩效改革发展策略,在绩效考核分配中依托质量安全为基石、提升效率为引导、内涵结构为侧重、资源配置为考量和分级诊疗为抓手的5个策略进行推进。结论绩效考核和分配制度改革取得了很好的效果,有效地带动了医院的内涵发展和医疗质量的提升。Objective To study the mechanism of hospital internal performance appraisal and distribution based on empirical analysis.Methods The methods of literature analysis,expert consultation and comparative study were used to analyze the reform measures and results.Results Based on“two breaks and one change”and combined with“eight elements”,a“1+5”assessment and distribution model with“one idea and five dimensions”was built.Under the guidance of“Healthy China”,a new performance appraisal system has been built,covering 4 dimensions,9 modules and 64 indicators.The“five-dimension”performance reform and development strategy was established to promote the five strategies in performance appraisal allocation,which were based on quality safety as the cornerstone,efficiency improvement as the guide,connotation structure as the focus,resource allocation as the consideration and hierarchical diagnosis and treatment as the starting point.Conclusion The reform of performance appraisal and distribution system has achieved good results and effectively promoted the connotation development of hospitals and the improvement of medical quality.

关 键 词：公立医院 绩效考核 分配 改革 

分 类 号：R197.32[医药卫生—卫生事业管理]