上海交通大学学报（医学版）

上海交通大学学报（医学版）

• 论著（公共卫生） • 上一篇    下一篇

基于关键绩效指标的临床科室绩效考核及效果分析

王汉松，张云婷，江忠仪，傅丽娟   

  1. 上海交通大学 医学院附属上海儿童医学中心 儿童健康管理研究所， 上海 200127
  • 出版日期:2015-02-28 发布日期:2015-02-27
  • 作者简介:王汉松（1983—）， 男， 助理研究员， 硕士; 电子信箱: wanghansong@scmc.com.cn。

Analysis of effects of performance appraisal of clinical departments based on key performance indicators

WANG Han-song, ZHANG Yun-ting, JIANG Zhong-yi, FU Li-juan   

  1. Child Health Advocacy Institute, Shanghai Children's Medical Center, Shanghai Jiao Tong University School of Medicine, Shanghai 200127, China
  • Online:2015-02-28 Published:2015-02-27

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摘要：

目的 通过对基于关键绩效指标（KPI）的临床科室绩效考核及效果进行分析，探讨临床科室绩效考核注意事项和存在的问题。方法 系统收集2011—2013年某医院A科室绩效考核指标及评分结果，并从医疗质量、医疗运行、效率与效益、科技教育、学科建设和人才培养、精神文明以及管理有效等方面选取KPI进行系统分析和比较。结果 医院绩效考核指标体系采取百分制形式，2011—2013年绩效考核从939分增长到956分。医疗质量、医疗运行和科技教育等指标良性发展，效率与效益指标有待加强。结论 医院绩效考核要更加重视质量提升和内涵建设，注重指标设置的科学性和导向性，注重考核标准的合理性和差异性，确保绩效考核体系的科学性和有效性。

关键词: 关键绩效指标, 临床科室, 绩效考核

Abstract:

Objective To analyze the results and effects of performance appraisal of clinical departments based on the key performance indicators (KPI) and to explore the considerations and existing problems for the performance appraisal of clinical departments. Methods Performance evaluation indicators and grading results of a clinical department from 2011 to 2013 were systematically collected. KPI of the medical quality, medical operation, efficiency and benefit, science and technology, discipline construction, talent cultivation, spiritual civilization, and management. were selected and systematically analyzed and compared. Results The hundred mark system was adopted for the performance appraisal system of hospital. From 2011 to 2013, the score of performance appraisal increased from 93.9 to 95.6. Indicators such as medical operation, medical quality, and science and technology increased, but the indicator of efficiency and benefit needed to be improved. Conclusion The performance appraisal of hospital should pay more attention to quality improvement, connotation construction, scientificity and rationality of indicators, and rationality and differences of appraisal criteria and ensure the scientific nature and effectiveness of the performance appraisal system.

Key words: key performance indicator, clinical department, performance appraisal