摘要
通过对改革开放以来国内公立医院绩效工资分配机制的由来与沿革进行梳理,以深圳市公立医院管理中心直接管理的几所大型市属公立医院为调查对象,总结其绩效工资分配现状,介绍了深圳市市属公立医院绩效工资分配制度的共性和个性特点。共性特点包括方案制定依据基本相同、组织架构和修订程序相仿、分配原则大体相同、核算框架比较相似等;个性特点包括管理模式有所差异、科室直接成本费用归集不同、绩效分配指标数量、权重分配不一致、分配原则有差异、考核分配层级有所不同。在此基础上总结了深圳市公立医院绩效工资分配改革取得的成绩,并对改进深圳市公立医院绩效工资分配制度提出了建议,包括逐步建立以岗位绩效考核为主的分配模式、在绩效考核指标上更多地考虑公益性指标、强化对服务水平和质量的考核、建立专业的绩效考核部门、改进行政管理人员的考核内容与方法和建立基于信息化手段的绩效考评体系。
Based on the historical review on performance bonus allocation mechanism of public hospital after the reform and open and taking large municipal level public hospital managed by Shenzhen hospital management center as research objects, by summarizing the status quo of performance allocation, the common characters and individuality of performance allocation system in municipal public hospital in Shenzhen has been introduced. It showed that the common characters included the basis of performance allocation plan, organization structure and procedure, the principles of allocation and performance accounting method. The individualities included management mode, methods of direct cost accounting at department level, performance indictors and weight and allocation level. Achievements of public hospital performance allocation reform has been summarized. Suggestions such as building post assessment based performance allocation mode, strengthening public benefit assessment like capacity and quality, establishing professional performance assessment depamnent, changing assessment content and methods of administrators and information supported performance assessment system were presented.
出处
《中国医院》
2018年第1期49-52,共4页
Chinese Hospitals
关键词
公立医院
绩效工资
工资分配
绩效考核
public hospital, performance bonus, bonus allocation, performance assessment
