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目的分析社区卫生服务个人绩效分值统计方法,探讨绩效分值管理指标、薪酬分配的可行性。方法广外医院五个社区站共有员工42名,采用统一分值计算,以服务数量、服务质量和居民满意度为主要二级指标,对个人绩效设计三级考核标准,运用标准服务量比对法,进行分值统计,得出个人绩效分值、绩效奖金数值。结果 6个月绩效分值统计结果表明:绩效分值统领薪酬分配确实较原分配方法有可比性,凸显差异,但社区基本医疗和公共卫生内容琐碎,弹性大,突发性和临时性工作常有,难于比对标准分值,绩效奖金缺乏公平性。结论绩效分值考核方法基本能反映医、护、药部门劳动强度,但真正实施需要在某些指标及细节方面加以调整,同时加强监督考核手段,真正体现社区医务人员工作性质和责任风险。
Objective To analyze the individual performance scores of community health services statistical methods to explore the performance score management indicators, the feasibility of salary distribution. Methods There were 42 staffs in five community stations in Guangwai Hospital. Based on the unified score calculation, the service level, service quality and residents satisfaction were taken as the major second-level indicators. The third-level assessment standards were designed for individual performance. The standard service ratio Act, the scores of statistics, come to personal performance scores, performance bonus value. Results The 6-month performance scores showed that the distribution of performance scores commensurate with the original distribution method is indeed comparable, highlighting the differences, but the community basic medical and public health content is trivial, flexible, sudden and temporary work often Yes, it is difficult to compare the standard scores, the lack of fairness performance bonuses. Conclusion The performance score assessment method basically reflects the labor intensity of the medical, nursing and medicine departments. However, the actual implementation needs to be adjusted in terms of some indicators and details. At the same time, the means of supervision and assessment should be strengthened to truly reflect the nature of the work and responsibilities of the community medical workers.