绩效支付体系在卫生部门的应用

Use of performance related pay in the health sector

绩效支付体系在发达国家、发展中国家以及我国卫生服务部门中均有不同程度的应用,成为20世纪90年代卫生政策与管理领域中的热门话题之一。但尚有一些问题值得提及:①卫生部门应用的绩效支付体系来自私立部门和其它公立部门,即使在这些部门中,也缺乏取得成功的确切证据,所以一般认为,卫生部门更不适合采用绩效支付体系。②在卫生服务中引入绩效支付体系仍有异议,而且缺乏一套合理的科学评价体系。③绩效支付体系不仅是一个管理问题,同时也是一个卫生经济政策问题。

Performance related pay(PRP) has been used in varying degrees in the health sector of both developed countries and developing countries like China, turning into one of the hot subjects in the field of health policy and management in the 1990s. However, some problems remain to be noticed. ①PRP, as used in the health sector, was introduced from private and other public sectors wherein warranted evidence of the successful use of PRP has been lacking. It is generally held, therefore, that PRP is even less fit for the health sector. ②Adoption of PRP in health care remains an issue of dispute. Moreover, there lacks a rational setup of scientific assessment. ③PRP is not only an issue of management but also one of policy on health economy.