摘要
目的:在新医改背景下,构建体现导向性和公平性的新型绩效评价与分配体系。方法:成立绩效考评分配办公室,使用以资源投入为基础的相对价值比率绩效评价项目,建立医院内部岗位相对价值比较机制,分开核定医疗、护理、医技、行政相对岗位价值。结果:新绩效分配方案实施后,绩效分配明显向临床一线工作量大、技术难度强、风险程度高的岗位倾斜,实现了业务单元目标管理与奖励性绩效预算有机结合。结论:基于RBRVS的绩效评价分配方案,能够体现岗位工作数量、强度、难度、效率和质量,可以作为医院奖励性绩效分配依据。
Objective:Under the background of new medical reform,this paper is toconstruct a new performance evaluation and allo. cation system that reflects orientation and fairness. Methods:Establish a performance appraisal and allocation office,use the relative value ratio performance evaluation project based on resource input,establish comparison mechanism for relative valueof the internal post in the hospital,and separately verify the relative value of medical,nursing,medical technology and administrative positions. Results: After the implementation of the new performance allocation scheme,the performance distribution was obviously tilted to the clini. cal positions with large workload,technical difficulty and high risk,which realized the organic combination of target management for business unit and incentive performance budget. Conclusion:The performance evaluation allocation scheme based on RBRVS can re. flect the quantity,intensity,difficulty,efficiency and quality of work,and can be used as the basis for hospital performance distribution.
作者
苏建华
肖卫平
狄晓晨
Su Jianhua;Xiao Weiping;Di Xiaochen(Hospital Office,Changzhou Jintan District People’s Public,Changzhou,Jiangsu,213200)
出处
《江苏卫生事业管理》
2019年第2期152-154,共3页
Jiangsu Health System Management
关键词
RBRVS
绩效评价
分配
RBRVS
Performance evaluation
Allocation
