摘要
介绍了某三级甲等医院采用RBRVS方法对医务人员绩效进行评价的具体方法及效果,该评价方法提高了医务人员绩效水平和工作积极性,带动了医疗工作效率的提高,主要体现在:①医务人员绩效总量占医疗收入的比重提高,月均绩效收入占医疗收入的比重从6.7%提高到7.6%;②医务人员绩效较非医务人员绩效显著提高,月均比重由55.3%提高到58.7%;③人均绩效稳步增长且进一步倾斜临床科室,6类临床科室绩效平均增长率达到12.09%,增幅前三位的分别为非手术科室、平台科室、手术科室,增长率分别为22.56%、9.89%、7.18%,人均增涨近1000元/月,体现了“多劳多得、优绩优酬”的绩效理念;④促进临床工作效率提高,医院的床位周转速度加快,床位使用率从专项考核前的93.98%上升为98.03%;⑤以RBRVS为基础的绩效评价方案,为科室管理提供了管理抓手,使科室管理趋于精细化。运用结果表明:基于RBRVS的公立医院医务人员绩效评价能很好地调动医务人员工作积极性,能通过绩效杠杆撬动医院的学科发展和医疗技术提升,值得进一步推广使用。
It introduces specific method and result of Resource-based Relative Value Scale(RBRVS)method which is used in performance evaluation of medical staff in a 3A hospital. The RBRVS method improves the performance level and enthusiasm of medical staffs,and promotes the improvement of medical work efficiency. 1.The proportion of total performance of medical staff to medical income is increased,the proportion of monthly average performance income to medical income is increased from 6.7% to 7.6%. 2.The performance of medical staff is better than that of non-medical staff. The monthly average proportion increased from 55.3% to 58.7%. 3.Per capita performance is steady-state growth and further inclin to clinical department. The average growth rate of sixth class clinical departments reaches 12.09%. The front three departments of amplification aree non-surgery,platform and surgery,growth rate is 22.56%,9.89% and 7.18% respectively,and the per capita growth rate was nearly 1,000 yuan/month,reflects the performance concept of “more work,more merit and better remuneration”. 4.Promote the improvement of clinical work efficiency,speed up velocity of hospital bed in hospitals,and the bed utilization rate is from 93.98% before the special assessment to 98.03%. 5.Performance evaluation scheme based on RBRVS,which provides management grasp for department management. The management of departments tends to be refined. The results show that the performance evaluation of medical staff in public hospitals based on RBRVS can well to mobilize the enthusiasm of medical staff and prize disciplinary development and medical technology promotion through performance lever,which is worthy of further promotion and application.
作者
程茜
刘辉
陈丽
左和平
CHENG Xi;LIU Hui;CHEN Li;ZUO He-Ping(Affiliated Maternal and Child Health Hospital of Anhui Medical University,Hefei Anhui 230000,China;Affiliated Fourth Hospital of Anhui Medical University,Hefei Anhui 230000,China;Affiliated Second Hospital of Anhui Medical University,Hefei Anhui 230000,China)
出处
《卫生软科学》
2019年第8期14-18,共5页
Soft Science of Health
基金
安徽省人文社会科学基地面上项目:我国公立医院绩效改革的纵向比较与内在路径研究(SK2017B0508)
