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目的探讨深圳市福田区下梅林社康内部绩效管理机制实施效果。方法通过对社康中心2012年1—12月的社区基本医疗及社区公共卫生服务的所有工作量项目采用标准工作当量进行计算和衡量整个社区卫生服务情况,在此基础上建立其内部的绩效管理体制。结果以“标准工作当量+质量系数+风险系数+难度系数+强调系数”结合的社康内部绩效管理机制具有操作可行性,较为公平的反映出工作人员的工作情况以及奖勤罚懒、奖优罚劣的考核方法,提高了员工的工作积极性,同时提升了居民对社康中心的知晓度和满意度。结论社康内部绩效管理机制体现出“以健康档案数为拨付参照”向“以服务为拨付参照”理念的转变,适应了国内外绩效管理体制的发展,保证了公平性和可及性,效率与质量并重,为社区医疗体制的改革提供了借鉴意义。
Objective To explore the implementation of internal performance management mechanism in Xiameilin District, Futian District, Shenzhen City. Methods By calculating and measuring the entire community health service using standard working weights for all workloads of community health centers and community public health services in the community health center from January to December 2012, the Bank established its internal performance management system. Results The internal performance management mechanism of social well-being combined with “standard work load + quality coefficient + risk coefficient + difficulty coefficient + emphasis coefficient” has the feasibility of operation, which fairly reflects the work performance of staff members, The rewards and penalties for poor performance appraisal methods have improved the enthusiasm of employees and at the same time improved residents’ awareness and satisfaction with community health centers. Conclusion The internal performance management mechanism of social health reflects the change of the concept of “allocating reference to the number of health records” to “serving as disbursement reference” and adapts to the development of performance management systems both at home and abroad, ensuring fairness and feasibility It pays equal attention to the nature, efficiency and quality, which provides reference for the reform of community health care system.