朱剑南通市妇幼保健院，江苏南通　226000

医院绩效存在的问题与管理方法探讨

朱剑
南通市妇幼保健院，江苏南通226000

深化卫生体制改革，关键是建立覆盖城乡居民的基本医疗卫生制度，使全体居民人人享有基本医疗保障、人人享有基本公共卫生服务，医疗卫生服务可及性、服务质量、服务效率和群众满意度显著提高，个人就医费用负担明显减轻。要完成好这项任务，医院面临着在提高医疗质量、改善医疗服务、降低医疗费用与如何调动医护人员的积极性，推进医院全面、协调、可持续发展的难题。绩效考核及薪酬分配作为一个管理杠杆，发挥有效的引导与激励作用。

医院绩效；管理；考核；管理方法

［Abstract］The key of deepening the reform of health system is to establish the basic medical and health system that covers both urban and rural areas thus making everyone enjoy basic medical security and basic public health service，the accessibility，service quality，service efficiency and mass satisfactory degree of medical and health services are obviously improved and the personal medical expense burden is obviously relieved.In order to finishing the tasks，the hospital is confronting difficult issues of improving medical quality，improving medical service，reducing medical cost，how to motivate the enthusiasm of medical staff and promoting the comprehensive，balanced and sustainable development.As a managerial leverage，the performance appraisal and salary distribution play an effective guidance and motivation role.

［Key words］Hospital performance；Management；Appraisal；Management method

医院绩效管理是绩效考核与薪酬分配的总称，通过考核与分配两个操作工具，将医院目标进行分解、业绩进行评价、管理状况进行分析、存在问题进行整改，围绕科室管理、工作量水平、服务质量、风险管理、成本控制、科研水平及医德医风行风管理等主要考核内容，将科室及职工的发展目标与医院的目标规划相结合，以此来挖掘科室及职工的潜力，提升职工的工作积极性和创造性，最大程度利用医院提供的平台及资源，解决患者就医问题。同时调整薪酬分配方式，发挥激励导向，体现“向临床科室倾斜、向高风险难技术岗位倾斜、多劳多得、优绩优酬、效率优先、兼顾公平”的分配原则，有效调动医务人员积极性，提高工作服务量和工作质量。更有利于提升医院的整体管理水平、创新能力［1］。……