基于RBRVS和DRG的某公立医院绩效薪酬制度改革路径解析  

Analysis of the reform path of performance-related pay in a public hospital based on RBRVS and DRG

作　　者：金睿琪 申悦[1] 张瑜[1] 杜新宇[1] 聂晓敏 JIN Ruiqi;SHEN Yue;ZHANG Yu;DU Xinyu;NIE Xiaomin(Beijing Anzhen Hospital,Capital Medical University,Beijing 100029,China;Beijing Chest Hospital,Capital Medical University,Beijing 101149,China)

机构地区：[1]首都医科大学附属北京安贞医院,北京100029 [2]首都医科大学附属北京胸科医院,北京101149

出　　处：《卫生软科学》2024年第3期17-20,共4页Soft Science of Health

基　　金：国家卫健委医院管理研究所2022重点项目-基于高质量发展的三级公立医院RBRVS绩效体系构建研究(YLZLXZ22K027)。

摘　　要：对某公立医院实施以资源消耗为基础的相对价值比率(RBRVS)和诊断相关分组(DRG)为基础的绩效薪酬制度改革路径进行解析,从改革实施的背景、评价工具选择、实施过程的难点和关键节点、实施后的成果和成效等方面进行详细和深度阐述,指出广泛的基层调研、有力的组织体系、细致的数据治理、自动化的软件建设、合适的方案设计、渐进的改革过程、充分的绩效沟通是案例医院顺利实施改革的路径,改革调动激发了医务人员的积极性,提升了医疗服务质量和效率,促进了医院运营和学科结构的优化,推动了医院高质量发展。This paper analyzes the reform path of performance-related pay in a public hospital based on Resource Based Relative Value Scale(RBRVS)and diagnosis related groups(DRG).Background of the reform,the selection of evaluation tools,difficulties and key points in the implementation,the results and effects of the implementation and other aspects are described in detail and in depth.It is pointed out that extensive investigation at the grassroots,strong organization system,meticulous data management,automated software construction,appropriate program design,progressive reform process and sufficient communication about performance are the paths for the successful implementation of reform in the case hospital.The reform has stimulated the enthusiasm of medical staff,improved the quality and efficiency of medical services,optimized hospital operation and discipline structure,and promoted the high-quality development of the hospital.

关 键 词：RBRVS 公立医院 绩效薪酬改革 

分 类 号：R197.3[医药卫生—卫生事业管理]