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合理可行的绩效评价体系,能够充分调动职工积极性,可以为医院干部选拔、职称晋升、评先选优工作提供科学依据,有助于推进医院医疗、教学和科研等各项工作有序开展,达到科学管理的目的。为建立和完善一套指标明确、科学可行、客观合理的临床科室主任绩效考核评价体系,深入探索实施评价的具体方法,某三甲医院根据医院的具体情况,通过查阅文献、专家咨询、指标权重赋值、考核程序完善以及实施效果反馈、体系再修订等程序,建立绩效考核评价体系,将其应用于医院临床科室主任的考核中。最终设计的考核体系由本科室民主测评、中层干部周会民主测评以及客观指标体系三部分组成,客观评价体系包括5个一级指标、30个二级指标、66个三级指标,五个一级指标分别是科室管理、工作效益、工作质量、科研指标和教学指标。
Reasonable and feasible performance appraisal system can fully arouse the enthusiasm of staff and workers, and can provide a scientific basis for hospital cadre selection, job promotion and evaluation of first-rate work, which helps to promote the orderly development of all aspects of hospital medical care, teaching and scientific research, The purpose of scientific management. In order to establish and perfect a set of performance evaluation and evaluation system of clinical department director with clear, scientific, feasible and objective indexes, this paper deeply explored the specific methods of implementing evaluation. According to the specific conditions of the hospital, some top three hospitals, through consulting literature, expert consultation, , Improve the assessment process and the implementation of the feedback, the system to amend and other procedures, the establishment of performance appraisal system, which will be applied to the examination of the clinical department director of the hospital. The final design of the assessment system consists of democratic evaluation of undergraduate departments, mid-level cadres weekly democratic evaluation and objective index system composed of three parts, the objective evaluation system consists of five first-level indicators, 30 second-level indicators, 66 third-level indicators, five one Grade indicators are department management, work efficiency, quality of work, scientific research indicators and teaching indicators.