RBRVS评估法在医院绩效分配中的应用探讨

在新医改形势下,医院逐渐实现经营自主权,公立医院进入自由医疗市场后,核心竞争力是医院竞争脱颖而出的重要体现,如何提升医务工作者的工作积极性、创新性及责任感对医院提升整体竞争力具有重要意义。目前医院绩效考核最主要的矛盾是医务人员劳务输出与奖金收入脱钩,如何从收入体现医务工作者的劳务输出,将付出与收入有机结合成为医院绩效分配管理改革的重点。为充分考虑医务工作者的工作强度、难度和风险,将工作尽可能量化,本研究将RBRVS评估法应用于我院绩效分配管理中,现就试行过程中的心得进行总结。

Application of RBRVS in Hospital Performance Distribution

Under the situation of new medical reform,the hospital gradually realizes the management autonomy.After the public hospital enters the free medical market,the core competitiveness is an important manifestation of the hospital competition.How to improve the work enthusiasm,innovation and responsibility of the medical workers is important for the hospital to enhance the overall competitiveness.At present,the main contradiction of hospital performance appraisal is the serious disconnection between the labor output of medical workers and bonus income.How to reflect the labor output of medical workers from the income,and how to combine the payment and income organically become the focus of hospital performance distribution management reform.In order to fully consider the work intensity,difficulty and risk of medical workers and quantify the work as much as possible,this study applies RBRVS evaluation method to the performance allocation management of our hospital,and now summarizes and reports the experience in the trial process as follows.