基于目标管理和发展型绩效考核的主诊医师绩效考核体系研究  

Study on Performance Evaluation System of the Physician based on the Management by Objectives and Developmental Performance Appraisal

作　　者：牛培勤[1] 胡龙军 侯冷晨 黄建华[1] 李颖川 左克强 Niu Peiqin;Hu Longjun;Hou Lengchen;Zuo Keqiang(Shanghai Tenth People's Hospital,Shanghai,200072,China;不详)

机构地区：[1]上海市第十人民医院,上海200072

出　　处：《中国医院管理》2024年第7期63-66,共4页Chinese Hospital Management

基　　金：上海申康医院发展中心管理研究项目(2023SKMR-04);上海申康医院发展中心市级医院诊疗技术推广及优化管理项目(SH DC22023230)。

摘　　要：上海市第十人民医院在已建立的主诊医师管理模式基础上,基于目标管理和发展型绩效考核理念,从病种的复杂程度、病种难度、疾病救治风险承担以及围绕疾病救治的综合素质等4个方面,构建了以临床能力提升为目标的发展型绩效考核方案,并由医务管理部门实施绩效考核和反馈,形成一套独立核算的主诊医师绩效考核体系,引导主诊医师收治高质量病种、提供优质医疗服务,最终提升医院对主诊医师的管理效能。Based on the management by objectives and developmental performance appraisal,Shanghai Tenth People's Hospital explored the performance appraisal scheme for attending,including disease-specific complexity,disease-specific difficulty,clinical risk-taking and comprehensive quality.Assessment and feedback work was implemented by the medical management department,which format a set of independent budget of the physician performance assessment system.It introduced incentive measures to encourage attending to treat difficult and critical cases,provided high quality medical services,and eventually enhance hospital management effectiveness to attending.

关 键 词：目标管理 发展型绩效考核 主诊医师 临床能力 

分 类 号：R197.322[医药卫生—卫生事业管理]