基于广东省某二级公立医院绩效管理改革案例论以工作量为导向的绩效管理体系在医院管理中发挥的作用

Role of workload-oriented performance management system in hospital management based on performance management reform at a second-level public hospital in Guangdong Province

本文通过对广东省某二级公立医院绩效薪酬管理体系改革案例实操分析和研究,探索建立一套在医疗卫生事业发展新常态下符合医改政策的有活力的绩效薪酬分配体系。针对存在的问题主要进行以下调整:合理拉开群体差距,向临床一线、关键岗位倾斜;工作划分清晰,责任体系明确;导向科室负责人关注科室整体发展;减轻科室成本负担,明晰激励导向;建立稳定、有利于成本节约的预算管理;科内建立以工作量和质量为导向的分配制度;特殊类临床科室建立以服务量为导向的激励机制;建立降低药品、材料比例成本管控机制;建立与绩效挂钩的全面绩效质量考核体系。调整后职工积极性大幅提高,服务患者数量整体提升,收支结余率提高,经营管理进入良性循环。

This article explores the establishment of a dynamic performance compensation distribution system that conforms to the medical reform policy under the new normal of medical and health development through the analysis and research on the performance compensation management system reform at a second-level public hospital in Guangdong Province.In response to the existing problems,the following adjustments are made:rationally widening the group gap,and leaning toward the first-line clinical and key positions;clearing job division and responsibility system;guiding department heads to pay attention to the department's overall development;reducing the department's cost burden and clarifying the incentive orientation;establishing stable budget management that is conducive to cost saving;establishing a workload and quality-oriented distribution system at each department;that special clinical departments should establish a service-oriented incentive mechanism;establishing a control mechanism to reduce the proportional cost of drugs and materials;and establishing a performance-based comprehensive performance and quality assessment system.Since the adjustment was made,the staff's motivation has been enhanced considerably,the overall number of patients served has increased,the income-expenditure balance rate has been improved,and the operation and management have entered a virtuous circle.