根据国家总体部署,公共卫生与基层医疗卫生事业单位绩效工资制度改革正在全国展开,与之配套的绩效考核制度还没有统一的模式。各地正寻求绩效管理变革。但是,绩效管理是人力资源管理的核心问题,也是人力资源的难点问题[1]。难在考核指标体系设计、考核方法、考核结果运用上,考虑不周,还可能与现行法律撞车,从而引发一系列社会的、部门的风险。 According to the overall national deployment, the reform of the performance salary system of public health and primary health care institutions is being carried out throughout the country, and the accompanying performance appraisal system has no unified model. Everywhere is looking for performance management change. However, performance management is the core issue of human resources management, but also the difficult problem of human resources [1]. Difficult to assess the index system design, assessment methods, the use of assessment results, ill-considered, may also crash with the existing laws, causing a series of social and departmental risks.