Proceed from actual effect and set up performance appraisal system

Proceed from actual effect and set up performance appraisal system
Sichuan Province the intersection of the People's Hospital and the the intersection of peak and pieces of haze, in recent years, hospital distribution system overall trend of reform to strengthen performance, examine, stress service quality and professional ethics, set up scientific incentive mechanism. Implement the performance and examine a kind of innovation that is a management system of the hospital, but still lack the ripe method at present. The our academy adopts and takes budget as the direction in the course of establishing the system of assigning in performance, regard equilibrating the score card, sea evaluation assessment, key achievement index law and behavioral anchor and making the law as the means, make the performance examined and assigned and fully considered many kinds of factors such as medical quality, service efficiency, have achieved certain result. Science confirms the hospital plans the total amount of the salary of performance to confirm the hospital plans the total amount of the salary of performance, should consider the regulation of the relevant policy first. If the government department can define the medical worker treatment standard, the hospital is that all right this confirms total value of deep bid. Give consideration to whole development, financial budget for revenues and expenditures, costs level of manpower of last year of the unit that year of the hospital on the contrary, and factors such as personal income level, sleeper occupancy,etc., science confirms the hospital plans the total amount of the salary of performance. To managing in the hospital, the appropriate manpower costs encourages function most, also bring the greatest input to produce. Because of this, we adopt the production function approach to confirm the manpower cost of the hospital take the proportion of total cost of the hospital. Calculate specifically the formula is: Performance payrolls of the hospital =* manpower cost coefficients * of the whole institute's total cost adjust the coefficient - payrolls. Among them, the whole institute's total cost is the total cost of hospital of current period; The cost coefficient of manpower is to examine the manpower cost of hospital calculated and take the proportion of total cost of the whole institute according to history; It is a coefficient adjusted to the total value of the bonus to adjust the coefficient according to the need; The payrolls are the payrolls of the whole institute of current period. Set up the department and assign the index to confirm performance wage level and proportion coefficient of per person of all kinds of department at first rationally. We divide all kinds of departments of the hospital into the clinical department, cure skill department, medicine and complement the department, four kinds function departments. According to situations such as personnel's forming, technological difficulty, risk intensity, historical factor,etc., in line with clinical first, and then cure the skill, cure the principle of complementing and function department again, confirmed performance salary and proportion coefficient of per persons of each kind of department high and low, strive to reflect department's achievement and relation rewarded fairly. Cure the intersection of skill and the intersection of department and more than annual the intersection of department and the intersection of performance and the intersection of level and order, the intersection of department and position, overall capacity of department until hospital develop of result of appraisal while being clinical, combine contents such as business content, discipline grade and risk and labour intensity of the department,etc., confirm per person of the department plans salary of performance and proportion coefficient. Secondly, confirm the performance payrolls of all kinds of departments according to the whole institute's performance payrolls. According to performance payrolls, department per person, per person's proportion coefficient, department's number among the departments of the whole institute, calculate the bonus total value of each department. The concrete calculation formula is: Performance payrolls of all kinds of departments =The whole institute's performance payrolls * are * number of people of all kinds of departments of proportion coefficient of all kinds of departments. Performance payrolls of every department =Department's number of per person's proportion coefficient * among the performance payrolls * departments of all kinds of departments. Every department should send to per person and count =Performance payrolls of every department / department's number. The one that need to be clear is, it is not equal to actual quantity issued that the whole institute's performance salary should take place and count, the result in need of examining through the performance confirms actual quantity issued. We, according to four results that examine monthly of examination index of linking degree in combination with KPI balanced scoring cards, calculate and confirm the wage standard of the real per person's performance of every month, combine with the index performance, can basically reflect the service levels of different departments justly. Make the content performance of the examination and examine the important links that is performance management of the hospital with the balanced law. Among them, performance examine what kind of means, result or quality that direct relation examines does it adopt. We confirm on the basis of soliciting the opinion extensively that equilibrates examination index and weight of the scoring card. First, confirm the accumulating card of the equilibrium each links content and weight of degree. Use the principle according to the balanced scoring card, confirm different links degree and is chosen ing, the reverse key index is very important. We, according to different characteristic of department, divide to content that department examine into, link degree by several, financial burden as it is economic benefits and patient that the financial affairs of the clinical department link one degree of indexes; The customer links one degree of indexes to manage for patient's trust and a defect; The procedure links one degree of indexes in order to serve efficiency and service quality inside the hospital; Study and grow up and link one degree of indexes and grow up for technology and the staff of scientific research. Link degree and examine the moon to the financial affairs, customer and internal procedure among them, as the annual examination index to the content which the staff study and grow up. Examine according to linking one degree of indexes, has considered the short-term benefit, has also paid close attention to developing for a long time, gave consideration to the concern about result and course at the same time. Second, outstanding key performance index that examine. It is a dynamic, intact system that the performance is examined, after the whole principle is confirmed, from serving respects such as efficiency, service quality, economic benefits,etc., confirm the key performance index, not only can reflect the examination situation of comprehensive quality stress the focal point of management control, but also can. If will promote the medical quality management level at the present stage, must pursue " four is rational " Control medical expense growth, or control the cost to consume etc.. We employ Del to screen and confirm each one and 21 clinical department's indexes linked under degree illegally, cure 13 department's indexes of the skill, medicine and complement 11 department's indexes, manage 9 department's indexes, and confirm the weight of the index separately and form the balanced scoring card of the department, is regarded as and examined the personal main content. Practice of us it realizes to be, pursue initial stage when the performance is being examined, can select the pointed examination index for use. If the clinical performance index of curing the skill department has comprehensive quality indexes, cost that control index, sleeper occupancy, per person's such indexes as the medical expenses of days, the patient are controlled in hospital, as the key performance examination index. Third, examine and deepen the thinning key index constantly at the same time. Confirm the key index value should combine actual conditions of every department, historical materials of cost accounting, and the factor of the change of those years is being improved constantly, is examined and in conjunction with examining every year the moon, and utilize examining the materials as much as possible and make the performance examined and put in place progressively, prevent the operation sequence from being convoluted and repeat. The index substantially as curing the skill department must be made separately according to different characteristics, manage and confirm the examination index according to denying index, service quality and internal management, quality control, basic quality, defect and mistake. We think, examine besides confirming various indexes rationally performance management, should also handle the relation extended with the current comprehensive quality index well. Because the current quality index amount is polyhedral and wide, attend to each and every aspect of a matter, there are certain defects, the tertiary index that should include it in the scoring card of the equilibrium progressively, prove its necessity that exists, delete and make in order progressively. 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