基于岗位分类评价系数法的医院绩效分配策略  

Hospital Performance Allocation Strategy Based on Job Classification Evaluation Coefficient Method

作　　者：冯大勇 左一博 蒋帅 Feng Dayong;Zuo Yibo;Jiang Shuai(Department of Operation and Management,The Second Hospital of Heilongjiang Province,Harbin,Heilongjiang,150036,China;不详)

机构地区：[1]黑龙江省第二医院运营管理部,黑龙江哈尔滨150036 [2]郑州大学公共卫生学院,河南郑州450000 [3]郑州大学第一附属医院,河南郑州450000 [4]河南省医院管理研究院,河南郑州450000

出　　处：《中国卫生经济》2024年第9期75-77,共3页Chinese Health Economics

基　　金：黑龙江省卫生健康委科研课题(2018535)。

摘　　要：在医疗改革和高质量发展的新形势下,公立医院致力于探索一种既高效又公平的全员岗位基础奖金分配策略。研究创新性地提出岗位分类评价系数法可有效解决此难题,探讨了以相对价值比率法为核心的临床与医技人员绩效管理和以岗位评估为指导的行政后勤绩效管理这两种医院绩效分配管理基础架构;总结出基础奖金岗位系数评价法的通用模式并进行实证研究。结果表明,医院医疗收入3年(2021—2023年)平均增长率超过35%,同期从亏损实现盈利,“国考”成绩从C跃升到B,患者满意度稳步提高到97%以上。为此,提出基于岗位分类评价系数法的医院绩效分配策略:完善的绩效管理制度为绩效分配提供基础保障,医院绩效管理目标的制定为绩效分配提供战略支持,绩效监督反馈机制的建立持续改进医院绩效分配。Under the new situation of healthcare reform and high-quality development,public hospitals are committed to explore an efficient and fair strategy for distributing position-based bonuses to all staff.Therefore,the innovative post classification evalua-tion coefficient method can effectively solve this problem.It discusses two kinds of hospital performance distribution management infra-structure:clinical and medical personnel performance management with RBRVS as the core and administrative logistics performance management guided by post evaluation.The general model of basic bonus post coefficient evaluation method is summarized and empiri-cal research is conducted.The results show that the average growth rate of hospital medical income in three years(2021-2023)is more than 35%,during the same period,the hospital achieves profit from loss,the"national examination"score jumps from C to B,and the patient satisfaction steadily increases to more than 97%.Therefore,it puts forward the strategy of hospital performance distribution based on post classification evaluation coefficient method:perfect performance management system provides basic guaran-tee for performance distribution;the establishment of hospital performance management objectives provides strategic support for per-formance distribution;the establishment of performance supervision and feedback mechanism continuously improves hospital perfor-mance distribution.

关 键 词：岗位分类评价系数法 医院绩效 分配策略 

分 类 号：R1-9[医药卫生—公共卫生与预防医学] F2[经济管理—国民经济]