| 引用本文：欧阳伟, 刘继霞, 杨晔, 熊玲.标准化工作量法在北京市社区卫生服务岗位绩效考核中的应用现状与政策建议[J].中国卫生政策研究,2019,12(1):48-54 |
|
| 标准化工作量法在北京市社区卫生服务岗位绩效考核中的应用现状与政策建议 |
| 投稿时间：2018-01-21 修订日期：2018-11-02 PDF全文浏览 HTML全文浏览 |
| 欧阳伟1, 刘继霞2, 杨晔3, 熊玲4 |
1. 中国人民大学公共管理学院 北京 100872;
2. 北京市丰台区铁营医院 北京 100076;
3. 中国人民大学医院管理研究中心 北京 100872;
4. 华中科技大学同济医学院附属同济医院 湖北武汉 430030 |
| 摘要:目的：深入了解标准化工作量法在社区卫生服务机构实施岗位绩效考核中的应用现状并提出完善的措施和建议。方法：以北京市17家社区卫生服务中心作为研究案例，对其医务和行政人员进行问卷调查，并对重点问题的深度访谈进行分析。结果：基于标准化工作量的绩效考核方案的执行程度与预期相比还存在差距，社区卫生服务中心的员工多数支持运用标准化工作量法进行岗位绩效考核，但在实践中往往存在着员工参与度低、指标缺失、指标无法量化或量化不合理等问题，而中心管理者的相关培训缺失和信息系统相对落后也对标准化工作量法的实施有一定影响。结论：标准化工作量法在社区卫生服务中心岗位绩效考核中的应用存在困难和挑战。应从政策上鼓励社区卫生服务中心探索符合行业特点的多元化绩效考核办法，同时还要加强对基层医疗卫生管理者的指导和培训，完善社区卫生信息系统建设。 |
| 关键词:社区卫生服务中心 绩效考核 标准化工作量 |
|
| The status quo and policy suggestions on the application of “standardized workload method” in job performance evaluation of community health service centers in Beijing |
| OUYANG Wei1, LIU Ji-xia2, YANG Ye3, XIONG Ling4 |
1. School of Public Administration and Policy, Renmin University of China, Beijing 100872, China;
2. Tie Ying Hospital, Feng Tai District, Beijing 100076, China;
3. Institute of Hospital Management, Renmin University of China, Beijing 100872, China;
4. Tongji Hospital Affiliated to Tongji Medical College, Huazhong University of Sciences and Technology, Wuhan Hubei 430030, China |
| Abstract:Objective:To understand the current situation of the application of standardized workload method in job performance evaluation of community health service institutions, and explore the existing problems and their causes during the implementation, and thus put forward policy suggestions. Methods:Taking 17 community health service centers in Beijing as case study, 964 medical and administrative personnel of these centers were surveyed using questionnaire combined with in-depth interviews on some key issues, and the status quo and main issues associated with the application of the standardized workload method in job-performance evaluation were analyzed. Results:The implementation results of the standardized workload method in job performance evaluation is not as well as expected. Its use is supported by most of employees, but some problems are found in its application:the level of employee participation is low, lack of indicators, some indicators cannot be quantified or are quantified irrationally, and so on. Moreover, the lack of relevant training of central managers and the relatively outdated information system in this management tool also have a negative effect on the implementation of the standardized workload method. Conclusions:The particularity of medical industry, the current job characteristics of community health service institutions and the current policies have brought difficulties and challenges to the application of the standardized work method in job performance evaluation of community health service centers. New policies should be made to encourage community health service centers to explore diversified job performance evaluation methods that meet the characteristics of the industry, establish a strong leadership team, mobilize the subjective initiative and creativity of frontline staff, strengthen the basic guidance and training for grassroots health administrators, and improve the construction of community health information systems. |
| Key words:Community health service center Performance evaluation Standardized workload |
| 摘要点击次数: 1939 全文下载次数: 1104 |
|
|
|
|
|
