| 摘要: |
| 目的 探索医院医技科室绩效考核和分配制度改革。方法 采用文献分析、专家咨询和关键知情人访谈，分析改革面临的挑战，探索医技科室绩效考核分配改革的思路。结果 经过改革，探索建立了以岗位工作量、工作难度、服务质量等八要素为核心的绩效考核框架体系和点数点值乘积法绩效分配模型。2014年，医技科室服务量同比增加20.2%；科技教育平均分提升3.0%；人均劳务收入增加14.4%，科主任成本管理意识明显增强。结论 绩效考核分配改革的实践和探索取得了良好效果，调动了医护人员的积极性。信息化水平提升仍是实现绩效管理的重要保障。 |
| 关键词: 绩效考核 分配 医技科室 |
| DOI： |
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| 基金项目: |
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| Challenge and Exploration of the Reform of Performance Appraisal and the Income Allocation System of Medico-technical Departments |
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| Abstract: |
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Objective
To explore the reform of performance appraisal and income allocation system in medico-technical departments. Methods Using literature analysis and expert consultation，analysis the challenge of the reform，exploring the reform way of medico-technical departments，and building the performance appraisal and the allocation system containing eight elements，including the medical service quantity，service quality，difficulty of disease，cost control，medical expenses，medical ethics，scientific research and teaching，patient satisfaction. Results After the reform，the medical services，subject development，staff enthusiasm and so on of medico-technical department have obviously improved. In 2014，medical service number increased by 20.2%；research topics and papers were all in growth，science and technology education score increased by 3.0%；average per capita labor income increased by 14.4%，and the directors of the departments paid more attention to cost management．Conclusion The reforms have obtained the good effect，reflect the leading role of the performance appraisal scheme of department，and mobilize the enthusiasm of the staff. But the reforms remain to be further deepened. At the same time，the informatization level is the important guarantee to implement performance management. |
| Key words: performance appraisal,allocation,medico-technical departments |
