摘要
为提高医疗质量,过去几十年来世界各国在医疗卫生系统设计并推行了"绩效薪酬支付"项目。这些项目针对不同的对象以及单位和部门进行激励。近年,绩效薪酬被逐渐引入我国医疗卫生系统。本文回顾了国际上主要国家(美国、法国和英国等)在医疗卫生体系内推行的绩效薪酬项目,梳理了各国在项目设计时的共性经验,总结了项目设计时需要考虑的关键要素,包括项目的激励对象、绩效指标、激励方式、绩效基准等,并分析这些要素的优缺点及实施中可能出现的问题,旨在为我国的医疗卫生系统绩效薪酬改革提供参考。
In the past decade, pay-for-performance （P4P） programs in the health care sector have been im-plemented throughout the world. These programs differ in their design, as they have different targets （ hospitals or physicians） and different performance sectors incentivised. P4P has also been introduced to Chinese hospitals re-cently. This article reviews major P4P initiatives （programs of the U. K. , U. S. , France, etc. ） and collects common design factors for analysis （ targets, quality measures, incentive schemes, performance benchmarks, etc. ） . The pros and cons of each design factor are discussed, and some inevitable empirical pitfalls are also reviewed. It is anticipa-ted that such international experiences can provide possible future reference for the Chinese hospital remuneration re-form.
出处
《中国卫生政策研究》
CSCD
北大核心
2015年第2期27-35,共9页
Chinese Journal of Health Policy
基金
法国卫生部医院绩效薪酬政策(IFAQ)课题项目
关键词
绩效薪酬
医院管理
医疗质量
激励
Pay-for-performance
Hospital management
Healthcare quality
Incentive
