摘要
湖北省某三级公立医院将以资源为基础的相对价值比率(RBRVS)与关键成功要素法(KSF)相结合,根据医院专科群战略规划,在原有RBRVS薪酬考核体系基础上,通过选择关键要素指标,建立了RBRVS-KSF薪酬考核体系。经实践,薪酬分配结果更加公平、合理,运行效率、专科活力、员工工作积极性和患者满意度均有所提升。还需建立动态评估机制,进一步优化薪酬考核体系,建立适宜的薪酬分配模式。
A tertiary public hospital in Hubei Province combined the Resource Based Relative Value Scale(RBRVS)with the Key Success Factor method(KSF),established the RBRVS-KSF salary assessment system based on the original RBRVS salary assessment system and selected key factor indicators according to the strategic planning of the hospital specialty group.Through practice,the result of salary distribution was more fair and reasonable,and the operation efficiency,specialty vitality,staff enthusiasm and patient satisfaction had been improved.It is also necessary to establish a dynamic evaluation mechanism,further optimize the RBRVS-KSF salary assessment system,and establish a suitable salary distribution mode.
作者
洪安琪
张丽华
HONG Anqi;ZHANG Lihua(不详;Zhongnan Hospital of Wuhan University,Wuhan,Hubei,430071,China)
出处
《中国卫生质量管理》
2023年第12期70-73,共4页
Chinese Health Quality Management
关键词
公立医院
专科群
以资源为基础的相对价值比率
关键成功要素法
薪酬考核
Public Hospitals
Specialty Group
Resource Based Relative Value Scale(RBRVS)
Key Success Factors(KSF)
Salary Assessment
