三甲综合公立医院专职科研人员绩效考核管理模式分析

Analysis of Performance Appraisal Management Model for Full-time Researchers in Tertiary Comprehensive Public Hospitals

医院专职科研人员作为医学科研活动的主体,是医院创新发展的根本动力。但在实际的医院行政管理工作中,对绩效考核的关注焦点多集中于临床科室、医技科室,反而缺乏对专职科研人员的考核评价。同时因为专职科研人员的特殊性,设置的考核指标也比较片面,一般只采用量化指标,影响了科研人员的工作积极性。为进一步深化公立医院薪酬制度的理性研究和实践探究,将公立医院实验室专职科研人员作为实践研究主体,构建了一套科学合理、易操作、适合专职科研人员绩效考核模式,包含日常考核的保健因素和年终考核的激励因素,既体现岗位差异,又注重激励引导,有利于加强医院管理,促进医院的科研发展,同时也为公立医院创新管理体制、改革薪酬制度提供了思路。

As the main body of medical research activities,hospital full-time scientific researchers are the fundamental driving force of hospital innovation and development.However,in the actual hospital administration,the focus of attention on performance appraisal is mostly on clinical departments and medical and technical departments,instead,the appraisal and evaluation of full-time scientific researchers is lacking.At the same time,because of the special characteristics of full-time scientific researchers,the assessment indexes set are relatively one-sided,and generally only quantitative indexes are used,which affects the work motivation of scientific researchers.In order to further deepen the rational research and practical investigation of the remuneration system of public hospitals,a set of scientific and reasonable,easy-to-operate and suitable performance appraisal model for full-time scientific researchers was constructed,including the health care factor of daily appraisal and the incentive factor of year-end appraisal,reflecting both job differences and focusing on incentive guidance,which is conducive to strengthening hospital management and promoting hospital scientific research development,and also provides ideas to help public hospitals innovate their management system and reform their remuneration system.