摘要
目的分析探讨公立医院中层干部绩效考核存在的问题及相应对策;方法通过对某三级专科医院2014年中层干部绩效考核结果及指标的分析研究,探讨公立医院临床科室和职能部门科室中层干部绩效考核存在的问题,对绩效考核中考核指标的选择及设计提出科学、有效的建议;结果临床科主任考核分值差异明显,职能部门科主任则不明显,两者均呈正态分布;科研能力和费用控制在临床绩效考核中相关性最强(P<0.05),而在职能部门绩效考核中,宣传工作、服务满意度相关性较高;结论绩效考核指标权重的大小受到医院政策导向的影响;量化指标对考核结果意义明显;部分分值缺乏弹性指标,建议删减或替换;应建立共性+个性的绩效考核指标体系,同时完善绩效反馈机制。
Objective The article aimed to investigate the problems and measures of the performance aSsessment of the middle -level cadres in public hospitals, Methods Based on the analysis and research on the performance evaluation of middle - level cadres in one A level special hospital in 2014, problems of middle - level cadres performance evaluation include clinical departments and administrative departments in public hospital were investigated to choose scientific and effective performance evaluation indictors. Results Differences of value in clinical department director assessment scores are more significant than in the administrative departments, and both of them showed a normal distribution. Research capacity and cost control showed strong correlation （ P 〈 0.05 ） in clinical performance examination, while publicity and service satisfaction showed high correlation in functional de- partments performance appraisal. Conclusion The weight of the index affected by hospital policy guidance. Quantitative indicators proved to have great significance, Inelastic indicators were suggested to be deleted or replacement. Establish the performance evaluation index system should combined with commonness and individuality, and improve the performance appraisal feedback mechanism.
出处
《解放军医院管理杂志》
2015年第12期1101-1103,1132,共4页
Hospital Administration Journal of Chinese People's Liberation Army
基金
上海申康医院管理中心党建创新培育重点项目(skdj201303)
关键词
中层干部
绩效考核
有效性评价
middle - level cadres
performance evaluation
effectiveness evaluation
