“四色分区,多维评价”方法在公立医院中层干部梯队建设中的应用

Application of the “four color zoning, multidimensional evaluation” method in the construction of middle-level cadres echelon in public hospitals

目的以北京儿童医院近年中层干部梯队建设实践为例,分析“四色分区,多维评价”方法在公立医院中层干部梯队建设中的应用效果并提出优化思路。方法采用经验总结法,以首都医科大学附属北京儿童医院2022年4月中层干部队伍情况为研究对象,以“科室现负责人距聘任年的任职届数”“是否有后备干部”“后备干部距聘任年的任职届数”为观察指标。结果通过总结梳理,全部科室“红橙黄绿”4个区域分布数量分别是6、12、11、74个,通过对红色区域科室采取针对措施,至2023年5月,红区科室减少为4个,黄区数量呈下降趋势。结论“四色分区,多维评价”方法使中层干部队伍梯队建设情况尤其是年龄梯队情况呈现更系统、更直观,优先级和紧迫性更明确,为决策提供指导、优化资源配置。同时该方法还需继续优化。

Objective To take the recent practice of middle-level cadre echelon construction in Beijing Children’s Hospital,Capital Medical University as an example,this paper analyzes the application effect of the“four color zoning and multidimensional evaluation”method in the middle-level cadre echelon construction of public hospitals and proposes optimization ideas.Methods Using the experience summarization method,the situation of the middle-level cadres team in Beijing Children’s Hospital,Capital Medical University in April 2022 was taken as the research object,with“the number of terms served by the current department head since appointment”,“whether there are reserve cadres”,and“the number of terms served by the reserve cadres since appointment”as observation indicators.Results Through summarization and sorting,the number of departments in the four zones of“red,orange,yellow,and green”was found to be 6,12,11,and 74 respectively.By implementing targeted measures for the departments in the red zone,by May 2023,the number of departments in the red zone had been reduced to 4,and the number of departments in the yellow zone showed a downward trend.Conclusion The“four color zoning,multidimensional evaluation”method makes the middle-level cadres echelon construction,especially the age echelon,more systematic and intuitive,with clearer priorities and urgency,providing guidance for decision-making and optimizing resource allocation.At the same time,this method needs to be continuously optimized.