社区卫生服务个人绩效考核相关指标分析

Analysis of community health services related to individual-performance appraisal index

目的分析社区卫生服务个人绩效分值统计方法,探讨绩效分值管理指标、薪酬分配的可行性。方法广外医院五个社区站共有员工42名,采用统一分值计算,以服务数量、服务质量和居民满意度为主要二级指标,对个人绩效设计三级考核标准,运用标准服务量比对法,进行分值统计,得出个人绩效分值、绩效奖金数值。结果 6个月绩效分值统计结果表明:绩效分值统领薪酬分配确实较原分配方法有可比性,凸显差异,但社区基本医疗和公共卫生内容琐碎,弹性大,突发性和临时性工作常有,难于比对标准分值,绩效奖金缺乏公平性。结论绩效分值考核方法基本能反映医、护、药部门劳动强度,但真正实施需要在某些指标及细节方面加以调整,同时加强监督考核手段,真正体现社区医务人员工作性质和责任风险。

Objective To analyze the statistical methods for the purpose of evaluating community health services and individual performance scores so as to explore the performance score,management indicators and the feasibility of salary distribution.Methods There were 42 employees in GuangWai hospital＇s five community stations.Unified score calculation was used.The number of services,service quality and resident satisfaction were the main secondary indicators.Three-level individual performance appraisal standard was designed.The comparison of the standard service performance was applied to calculate the scores,and thus,to obtain individual performance scores and performance bonus value.Results 6-month performance scores showed that：the method of the performance scores was better than that of the original way of allocating salary.It had the advantage of comparability and highlighting the difference and change.However,the basic clinical and public health work of the community are quiite scattered,flexible,urgent and temporary,it is difficult to standardize the scores,therefore,lack of accuracy and fairness.Conclusions Performance-score evaluation method can basicly reflect the intensity of the doctors,nurses,and pharmaceutical workers.However,to actually realize the purpose,some details and indices still need to be adjusted.Meantime,it is of great necessity to strengthen monitoring,so as to truly reflect the achievement,responsibility and hazard of the community workers.