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| 投稿时间： 2014-09-29 最后修改时间： 2015-01-27 摘要点击次数: 3220 全文下载次数: 8 |
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| 引用本文：蒋舒, 阎川, Anne Girault,等.医疗卫生绩效薪酬支付的国际经验及对中国的启示[J].中国卫生政策研究,2015,8(2):27-35 |
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| 蒋舒1,2, 阎川3, Anne Girault1, Marie Ferrua1, Aude Fourcade1, Philippe Loirat1, Etienne Minvielle1 |
1. 法国卫生部医院质量控制计划课题组 法国巴黎 94805;
2. 法国巴黎第十一大学公共卫生系 法国巴黎 94805;
3. 中央财经大学公共卫生经济与管理研究所 北京 100081 |
| 基金项目:法国卫生部医院绩效薪酬政策(IFAQ)课题项目 |
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| | 摘要:为提高医疗质量,过去几十年来世界各国在医疗卫生系统设计并推行了"绩效薪酬支付"项目。这些项目针对不同的对象以及单位和部门进行激励。近年,绩效薪酬被逐渐引入我国医疗卫生系统。本文回顾了国际上主要国家(美国、法国和英国等)在医疗卫生体系内推行的绩效薪酬项目,梳理了各国在项目设计时的共性经验,总结了项目设计时需要考虑的关键要素,包括项目的激励对象、绩效指标、激励方式、绩效基准等,并分析这些要素的优缺点及实施中可能出现的问题,旨在为我国的医疗卫生系统绩效薪酬改革提供参考。 | |
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关键词:绩效薪酬 医院管理 医疗质量 激励
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| International experiences on pay-for-performance programs and implications for China |
| JIANG Shu1,2, YAN Chuan3, Anne Girault1, Marie Ferrua1, Aude Fourcade1, Philippe Loirat1, Etienne Minvielle1 |
1. Coordination pour la Mesure de la Performance et l'Amélioration de la Qualité-Hôpital, Patient, Sécurité, Territoire, Paris 94805, France;
2. Paris XI University, Paris 94805, France;
3. School of Finance, Central University of Finance and Economics, Beijing 100081, China |
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| | Abstract:In the past decade, pay-for-performance (P4P) programs in the health care sector have been implemented throughout the world. These programs differ in their design, as they have different targets (hospitals or physicians) and different performance sectors incentivised. P4P has also been introduced to Chinese hospitals recently. This article reviews major P4P initiatives (programs of the U.K., U.S., France, etc.) and collects common design factors for analysis (targets, quality measures, incentive schemes, performance benchmarks, etc.). The pros and cons of each design factor are discussed, and some inevitable empirical pitfalls are also reviewed. It is anticipated that such international experiences can provide possible future reference for the Chinese hospital remuneration reform. | |
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