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本文以中山大学附属肿瘤医院作为案例医院,介绍该医院绩效奖金分配体系的建立过程。该医院绩效奖金分配体系从医疗工作、管理工作、教学工作、科研工作四个维度,设立不同的绩效指标和核算办法,考核对象涵盖医生、护理、技术、研究和管理五个系列的人员,通过院科两级分配的方式,将绩效考核结果与科室及个人的奖金直接挂钩。经过一年的实施,取得了一定成效:医疗工作量快速增长;学科体系建设完善;逐步实现同工同酬;成本意识增强。
In this paper, Affiliated Tumor Hospital of Sun Yat - sen University as a case of hospital, introduced the hospital performance bonus distribution system establishment process. The hospital performance bonus distribution system sets up different performance indicators and accounting methods from four dimensions: medical work, management work, teaching work and scientific research work. The evaluation objects cover five series of personnel including doctors, nursing, technology, research and management, Hospital two levels of distribution, the performance appraisal results and departments and individuals directly linked to the bonuses. After a year of implementation, some achievements have been made: the rapid growth of medical workload; the improvement of disciplinary system; the progressive realization of equal pay for equal work; and the enhancement of cost awareness.