■ 兰 茜高广颖

基于医疗成果的公立医院绩效考核与分配研究

■ 兰 茜①高广颖①

公立医院 绩效考核 绩效分配

目的：落实公立医院改革要求，提升医院运行效率、医疗质量和服务水平，促进医院可持续发展。方法：对某公立医院门诊、住院、护理、医技单元的绩效考核与分配方案进行研究，探索选取能反映各单元工作数量和质量的考核指标。结果：实施新的绩效考核与分配方案后，全院职工不断提高工作效率，提升服务能力，医院绩效分配更加趋于合理。结论：新的绩效考核方案从工作量、工作质量、综合目标管理等多方面进行综合考评，并基于考核结果进行薪酬分配，体现了多劳多得、优绩优酬的原则，提高了医院综合管理水平，提升了医院可持续发展能力。

【Key words】public hospital， performance assessment， performance distribution

【Abstract】Objectives: To improve hospital efficiency， quality and care capacity and help hospital sustainable development under implementing healthcare reform by making a pay for performance system. Methods: Performance assessment and distribution system in outpatient department， inpatient department， nursing department and medical technology department was analyzed and index were selected by the standards of workload and quality. Results: Working efficiency and medical care capacity are continuously improving and the performance bonus is more rational among the departments after implementing new performance system. Conclusions: The new performance system comprised with workload， quality and comprehensive goal based payment reflects the principles of more pay for more work and better work better pay and benefits for improving hospital management and sustainable development.

Author's address：Capital Medical University School of Health Management and Education， No.10， Xitoutiao， You'anmen Wai， Fengtai District， Beijing， 100069，PRC

公立医院改革是一项长期艰巨复杂的系统工程，根据《中共中央国务院关于深化医药卫生体制改革的意见》，政府各部门在深化、推进和落实医药卫生体制改革的进程中，不断推出新举措。

为破除公立医院的逐利机制，改变以药补医的不合理补偿模式，体现医务人员的劳动价值，自2012年7月起，北京市在5所医院开始试行“医药分开”政策，取消药品加成、挂号费、诊疗费，设立医事服务费等“医药分开”试点改革。医事服务费标准分别为每诊次主治医师42元、副主任医师60元、主任医师80元、知名专家100元。面对医药分开改革试点，公立医院如何对医事服务费合理分配，既能调动医务人员积极性、打破以药补医的局面，又能为社会提供更多高效、优质的医疗资源及服务，已成为医院管理过程中面临的新问题。……