基于RBRVS理论的武汉市某三甲医院职能部门绩效考核实践

Application of RBRVS in Performance Evaluation of Hospital Administrative Department

长期以来,由于缺乏和公立医院职能部门工作属性相匹配的绩效考核指标,致使该类部门的工作强度、工作难度和技术风险无法体现,并最终导致部门激励缺乏、运行效率低下。本研究选取武汉市某三甲医院为试点医院,基于RBRVS理论,综合运用岗位分析法和德尔菲法确定了职能部门各岗位的绩效价值系数。从行政岗位和工勤岗位2个序列科学考量不同岗位工作量,实现岗位价值绩效差异,激励员工向更高绩效价值的岗位进取。并在职能部门内部实行绩效二次分配,调动了员工的工作积极性,促进了公立医院改革任务的完成。

For a long time,the lacking of proper performance appraisal indicators which can match with the administration departments work features in public hospital,has led to the neglect of work intensity,work difficulty and technical risk,ultimately causes the low efficiency of such departments.This study selects a grade-A tertiary hospital in Wuhan as the pilot hospital.Based on the RBRVS theory,the post analysis method and the Delphi method are used to determine the performance value coefficient of each post in the functional department.Scientifically measures workload from the administrative position and service worker position arrays,makes staff realize the post value performance difference,encourages them to forge ahead to the higher performance value post,also implements the secondary allocation of performance bonus within each departments.Through this method,the work initiative in administration departments has been Stimulated.It can also help to complete the task of public hospital reform.