摘要
为了改变以收支为导向的传统奖金分配模式,某院运用RBRVS研究方法,结合关键绩效指标,建立了RBRVS-KPI绩效分配模式,明确了临床科室、医技科室及护理工作的关键绩效指标。研究认为,KPI可以更好地弥补RBRVS的劣势,综合运用RBRVS-KPI可以提升医院运营能力,并对RBRVS-KPI存在问题及解决方案展开了探讨。
In order to change the traditional revenue-income oriented bonus allocation model,by using the Resource-Based Relative Value Scale(RBRVS)core ideas and key performance indicators(KPI),the RBRVS-KPI performance allocation model was established in a hospital,and the key performance indicators of clinical departments,medical technology departments and nursing work were defined.Study indicate,the KPI could make up for the disadvantage of RBRVS,the comprehensive use of RBRVS-KPI can improve the hospital's operational capabilities and explore the RBRVS-KPI problems and solutions.
作者
姜华静
张国庆
李静
颜涛
JIANG Huajing;ZHANG Guoqing;LI Jing(People's Hospital of Xinjiang Uygur Autonomous Region,Urumqi,Xinjiang,830001,China)
出处
《中国卫生质量管理》
2019年第6期9-11,共3页
Chinese Health Quality Management
关键词
RBRVS
KPI
绩效考核方案
设计
Resource-Based Relative Value Scale
Key Performance Indicator
Performance Assessment System
Design
