基于层次分析和关键业绩指标设计的家庭医生团队绩效薪酬测算方法研究  

Research on the method of measuring performance pay of family doctor teams based on hierarchical analysis and key performance indicator design

作　　者：张芳[1] 戴慧敏[1] 邵洁[1] 胡冰[1] 马海萍[1] 石建伟 黄倩[1] ZHANG Fang;DAI Huimin;SHAO Jie;HU bing;MA Haiping;SHI Jianwei;HUANG Qian(Weifang Community Health Service Center,Pudong New Area,Shanghai 200122,China)

机构地区：[1]上海市浦东新区潍坊社区卫生服务中心,上海200122 [2]上海交通大学医学院公共卫生学院,上海200025

出　　处：《中华全科医学》2023年第10期1713-1718,共6页Chinese Journal of General Practice

基　　金：上海市浦东新区卫健委学科带头人培养计划(PWRd2021-08);上海市浦东新区科技发展基金民生科研专项资金项目(医疗卫生,PKJ2020-Y93)。

摘　　要：目的 基于家庭医生团队工作内容及特质,使用层次分析法和关键业绩指标法结合构建家庭医生团队绩效薪酬测算方法。方法 首先深度访谈了解目前家庭医生团队岗位工作内容,梳理设定家庭医生团队下签约服务标化工作项目。以层次分析法计算标化工作项目的相对权重,计算标化工作项目的薪酬值,构建数量指标;使用集中式专家会议研讨法,根据家庭医生团队绩效薪酬的政策文件和实践基础,设定家庭医生签约服务关键业绩指标,构建质量指标;两者结合构建家庭医生团队绩效薪酬测算方法。基于实际业务数据开展新老方案比对测算及验证。结果 家庭医生团队岗位的服务数量的标化工作项目共计199项;家庭医生团队工作平均相对标化值为6.47±3.32,其中单个项目相对标化值最高为“家庭病床出诊”,最低为“公益性计划生育咨询”。家庭医生签约服务绩效质量指标体系包括3个维度、5个一级指标和6个二级指标,并设定对应的考核方法,以已有的全科医疗工作数量的3 748条数据作为基础数据测算,按照原方案标化值测算其绩效薪酬总额为397 958元,按照优化调整后的测算结果为405 315.4元(家庭医生签约服务费除外),整体较原方案增长约1.85%,进行DF检验,P<0.05,满足数据平滑性要求,可以确保新标化工作值及测算方案过渡。结论 基于层次分析和关键业绩指标的团队绩效薪酬测算方法,能够有效衔接旧有的按医疗收入提成的绩效方案,促进签约服务落实。Objective To construct a method of measuring performance pay of family doctor teams using analytic hierarchy process and key performance indicator based on the content and characteristics of the work of the family doctor team.Methods Firstly,in-depth interviews were conducted to understand the work content of the current family doctor team,and standardized work items for contracted services under the family doctor team were sorted out.The relative weights of the standardized work items were calculated using the hierarchical analysis method,the salary values of the standardized work items were calculated and quantitative indicators were constructed.Secondly,centralized meetings and discussions were used to set key performance indicators for family doctor signing services based on policy documents and practice base,and quality indicators were constructed.A performance compensation calculation method for family doctor teams was constructed using combining the two.Based on actual business data,the new and old plans were comparatively calculated and verified.Results There were 199 standardized work items for the number of services of family doctor team positions.The average relative standardized value was 6.47±3.32,with the highest relative standardized value for a single project being"home bed visits"and the lowest being"public welfare family planning consultation".The performance and quality indicator system for family doctor contract services included 3 dimensions,5 first level indicators,and 6 second level indicators,and corresponding assessment methods were set.Based on the existing 3748 pieces of general medical work data as the basic data,the total performance-based compensation was calculated to be 397958 yuan according to the standardized value of the original plan.After optimization and adjustment,the calculation result was 405315.4 yuan(excluding family doctor contract service fees),which was an overall increase of about 1.85%compared to the original plan.Perform DF test showed P<0.05,which meted the requi

关 键 词：家庭医生 签约服务 绩效 分配 

分 类 号：R499[医药卫生—康复医学]