绩效考核在基层医院医师管理中的应用

Application of Performance Assessment in Primary Doctor Management

目的 探讨绩效考核在基层医院医师管理工作中的效果。方法 根据基层医院实际,利用差异化的工作量考核模式,制定医师岗位绩效考核标准。以某基层医院为例,具体分析比较绩效考核标准实施前后该院财务状况、服务满意度、医师5S管理质量、医疗质量、医师创新工作等几方面的结果,剖析绩效考核应用效果对医院的影响。结果 通过绩效考核制度落实,打破平均主义概念,摒弃以药养医,有效调动医师工作积极性,各项指标经比较均明显优于实施前。结论 医院各项绩效考核工作积极有效,提高了医护人员整体素质,临床工作质量亦得以提升,从而推动医院持续、健康发展。

Objective To explore the effect of performance assessment on doctor management in primary hospital. Methods According to the situation of primary hospitals, we used the differentiated workload assessment model to develop doctor performance evaluation criteria. Taking a primary hospital as an example, we analyzed and compared financial status, service satisfaction, doctor 5 S management quality, medical quality and doctor innovation work of this hospital before and after the implementation of performance assessment to investigate the application effect of the performance assessment on this hospital. Results After the implementation of performance assessment, we broke the concept of egalitarianism, abandon the phenomenon such as the medicine for the medical and motivate doctors effectively. We found significant improvement in every aspect before the implementation. Conclusion The performance assessment was useful in every aspect of hospital work, through which we can improve overall quality of medical staff and quality of clinical work. Therefor we can promote sustained and healthy development of hospitals.