区域医疗联合体科主任目标考核指标体系的构建:以上海A医疗联合体为例  

Study on the construction of a target assessment indicator system for department directors within the regional medical consortium:a case study of medical consortium A in Shanghai

作　　者：钱佳 马诗诗 刘雨桐 潘天昳 魏爽[2] 宁燕[2] QIAN Jia;MA Shishi;LIU Yutong;Pan Tianyi;WEI Shuang;Ning Yan(Ruijin Hospital,Shanghai Jiao Tong University School of Medicine,Shanghai 200025,China;Shanghai Medical Association,Shanghai 200040,China)

机构地区：[1]上海交通大学医学院附属瑞金医院,上海200025 [2]上海市医学会,上海200040

出　　处：《健康发展与政策研究》2024年第4期339-344,共6页Health Development and Policy Research

基　　金：2024年上海市卫生健康委员会卫生健康政策研究课题(2024HP21)。

摘　　要：目的 构建区域医疗联合体范围内的科主任目标考核指标体系,以发挥科主任的学科建设和学科引领作用,促进医疗联合体单位的同质化发展。方法 通过2轮德尔菲咨询,运用层次分析法,确定科主任目标考核指标体系及权重。结果 构建了面向区域医疗联合体的科主任目标考核指标体系,包括6个一级指标、16个二级指标。在三级指标中,充分考虑医疗联合体不同级别单位的差异性,分别制定具体考核措施。结论 以求同存异理念可构建医疗联合体共享的科主任目标考核体系,科主任目标考核指标应聚焦学科管理和运营管理,并形成常态化科主任目标考核机制。Objective This study aims to construct a target assessment indicator system for department directors within the regional medical consortium to enhance their leadership role in discipline construction and promote the homogeneous development of medical consortium units.Methods Through two rounds of Delphi consultation and using analytic hierarchy process,we determined the indicator system and weights for the target assessment of department directors.Results A target assessment indicator system for department directors in regional medical consortium was established,comprising 6 primary indicators and 16 secondary indicators.The three-level indicators fully consider the differences among various levels of units within the medical consortium and develop specific assessment measures accordingly.Conclusion The target assessment indicators for department directors should focus on two key points,emphasizing both discipline management and operational management,and a normalized target assessment mechanism should be established.

关 键 词：区域医疗联合体 科主任 目标考核 指标体系 德尔菲法 层次分析法 

分 类 号：R197[医药卫生—卫生事业管理]