实施以工作量导向为主的公立医院绩效体系过渡方式探讨

Exploration of the transition mechanism for implementing the workload-oriented performance system in public hospitals

绩效薪酬分配制度作为医院对科室职工的激励引导机制,是实现医院战略目标的核心管理手段。当前医院正面临落实医改精神、竞争压力不断增大、医院内部绩效考核分配改革的压力与动力并存,以工作量导向的绩效管理体系正在构建,在这改革发展的过渡阶段,实施质量绩效与工作量绩效并重,并随医院发展逐步提高工作量绩效比重的绩效薪酬模式具有一定的优势和可行性。

The performance-related pay distribution system, as an incentive and guiding mechanism for the department staff of a hospital, is a core means of management to achieve the strategic objectives of the hospital. Today, the hospital is in a situation where the medical reform is implemented; competition is increasingly intensive; pressure of the reform of internal performance evaluation distribution of the hospital goes with the drives and a workload-oriented performance management system is being established. In the transition process of reform and development, it is of superiorities and feasibilities to implement a performance-related pay mode where equal importance is attached to both quality-based and workload-based performance and the proportion of workload-based performance will increase with the development of the hospital.