公立医院临床医生的绩效考核与薪酬分配研究:以上海瑞金医院北院为例

Research on clinical physicians' performance evaluation and compensation allocation in public hospital:Rui Jin Hospital North Branch as an example

在国内新医改背景下,出于国家政策规范和医院自身管理的需求,科学有效的医院绩效考核与薪酬分配体系已成为凝聚临床医生等医疗人才、提高医院核心竞争力的重要管理手段,也是医院管理工作的重中之重。上海交通大学医学院附属瑞金医院北院作为上海医改项目"5+3+1"工程之一,结合自身实际探讨公立医院临床医生的绩效考核与薪酬分配的管理模式和具体实施方法,以期从理论和实际的操作中为临床医生的绩效考核与薪酬分配方案的不断完善提供参考和经验总结,提高医院的科学管理和可持续发展能力,并为国内公立医院改革过程中不断完善临床医生绩效考核及薪酬分配提供借鉴。

Under the background of healthcare reform in China and the demand of hospital management, scientific and effective hospital performance evaluation and compensation allocation system has become a method to cohere medical staff and improve the core competition of the hospital, which adopts priority in the management of public hospital as well. As parts of Shanghai ＂5＋3＋1＂ hospital-reform, Rui Jin Hospital North Branch （RJHN） has explored performance assessment and compensation allocation management mode and its implementation to give some reference for policy making and promotion hospital management and core competition in aspects of theory and operation.