医院药剂科的绩效考核与收入分配体系的建立

目的:建立基于医院药剂科工作人员绩效考核的收入分配体系,最大限度地调动人员积极性。方法:根据药剂科的工作要求建立绩效考核制度,根据考核结果,结合各部门的经济收入、劳动时间、职称、工作风险等确定每个员工的绩效工资,并通过Excel表自动计算分配结果。结果:通过绩效考核与收入分配体系挂钩,可极大地调动员工的工作积极性,方便科主任管理,并可使收入透明化。结论:应用绩效考核提高药剂科管理的科学性是可行的。     

Objective-focused approach for appraising the performance of institutional pharmacists

The development of an objective-focused performance appraisal method applied to hospital pharmacy management is discussed. Objective-based performance appraisal techniques should match the pharmacy department's goals and management style and be a continuous process. Goals should be established and target dates set jointly by the individual and supervisor, emphasizing employee planning and departmental priorities. Standards by which to measure accomplishment of objectives should be set before the evaluation period begins. Appraisals and rewards should be related to achievement of goals. Objective-focused performance appraisals provide a better system for establishing priorities and improve coordination and integration of departmental plans and activities.     

我院门诊药房实施绩效考核管理的体会

目的:在门诊药房构建有效、合理的绩效考核管理机制,调动员工的积极性。方法:制定量化的绩效考核管理办法,将绩效考核与个人惩奖相结合。结果与结论:门诊药房通过实施绩效考核管理后,进一步提高了工作效率和服务质量,强化了各岗位人员职责,减少了差错事故的发生。     

Developing performance-appraisal systems

The development and applications of performance-appraisal systems for hospital pharmacy personnel are discussed. The need for a performance-appraisal system is explained from the perspectives of the employee, the manager, and the hospital. Ethical standards that should be considered by managers during the appraisal process are listed. Performance standards are a key component of a performance-appraisal system and should be developed jointly by management and staff. Types of appraisal methods, personnel who should conduct appraisals, and the frequency at which appraisals should be conducted are discussed. Potential biases in appraisal methods and the preparation for and conduct of employee appraisals are discussed. A performance-appraisal system should be designed to meet the needs of employees, managers, and the hospital. Such a system will be more effective if it ensures the regular, frequent flow of data on employee performance, the systematic comparison of these data with previously agreed-upon expectations, and the frequent reporting of the results of these comparisons to both employees and managers.     

我院药剂科部门组长绩效考核体系的建立与评价

目的:建立药剂科部门组长绩效考核体系,强化组长的自我管理和团队管理能力。方法:通过考核标准的制订、组长绩效考核的构建等建立了详细的药剂科部门组长绩效考核体系,并评价该体系实施2年的效果。结果与结论:考核体系包括部门组长的周工作报告、月度工作报告,科室内部质量管理小组对部门组长季度绩效考评,科室主任对组长绩效考评结果的季度辅导,部门组长年终述职及年终360度评估。各组长明确了工作要求,并对照绩效目标完成了本组工作,2年来部门组长在各方面的评分都有提高(增长率达1.15%³.93%)。表明建立的部门组长绩效考核体系对发掘组长的潜力、使药剂科朝更高的绩效目标迈进起到了较好的作用。     

我院住院药房实施绩效考核工作的探讨

目的更为有效合理的开展绩效考核。方法结合住院药房实际情况,逐一分析与解决绩效考核中遇到的各类问题。结果与结论通过改善绩效考核方式,极大的提高了药师工作的积极性,提高了发药效率与准确率,有效地缓解了人际关系紧张的状况。     

住院药房人力资源管理系统的研究与应用

目的研究住院药房人力资源管理系统,优化住院药房的人力资源管理模式。方法人力资源管理系统中绩效考核模块采用Excel软件与医院信息管理系统（HIS）,将住院药房工作量进行量化并与绩效挂钩;弹性排班模块根据药房工作人员、工作岗位等情况,利用系统函数合理安排工作人员的班次。结果在全院病床数增加33.33%和出院人次增长46.81%的情况下,住院药房工作人员只增加13.64%。通过应用人力资源管理系统,合理拉开药房人员的绩效分配档次,有效地激发了药房人员的工作积极性,上班人员日均工作条目数增加了40.91%,提高了工作效率,减少了差错事故的发生;合理排班,满足临床需求,使临床医护人员和患者满意度明显提高。结论人力资源管理系统使药房人力资源得到最佳利用和管理,在人力资源管理中具有重要的意义。     

医院药房绩效管理体系的建立与成效评价

目的建立医院药房绩效管理体系。方法通过定岗定编、工作流程标准化、绩效考核信息化、服务明星评选制、绩效分配、绩效沟通与反馈、绩效管理核查等构建。结果不合理处方减少、调剂内差不断降低、患者满意度不断上升。结论绩效管理体系可取得个人、部门双赢。     

医疗卫生体制改革背景下我国药师队伍发展现状的调查分析

目的：在现阶段我国医疗卫生体制改革背景下,通过抽样调查研究全国各地区医院药学服务的发展现状,分析我国药师队伍建设情况、发展趋势及医院药事管理机制改革现状,为进一步深化医疗卫生体制改革提出相关建议。方法：在政策及文献分析的基础上,采用实地调查法与集体访谈法相结合的调研方式对全国7地市医疗机构执行药师制度改革后的发展现状进行抽样调研。结果：在医疗卫生体制改革不断深化的背景下,我国医院药学事业发展取得了长足进步,新的药学服务模式探索日益活跃,但仍存在以患者为中心的药学服务人员配备不足,医院药师队伍建设仍不完善;基础药学服务内容未能完全实现规范和标准化,医疗机构药学服务价值没有得到科学体现,绩效考核分配体系尚不完备;医院药学部门信息系统建设仍不完善,临床专科建设方向仍需调整等方面的问题,医院药学事业的发展仍需进一步的规范和引导,不断完善医院药事管理体系建设。结论：建议完善药事管理体制建设,明确药学部门职能定位;探索规范药学服务模式,加强药学服务能力建设;建立医疗保险激励机制,加强药事管理信息化建设。     

临床药师绩效考核制度的构建

目的 建立新医改背景下医院临床药师的绩效考核制度,激励和挖掘临床药师潜能,强化竞争与责任意识,提高临床药学工作成绩。方法 以工作量为核心,创新性、效益性、推广性工作为导向,工作质量、时效性和成果并重的原则,制定考核制度与明细。结果 结合临床药学实际情况,制定了覆盖日常工作、牵头工作、科研服务、工作态度、对外交流与学术辐射、教学工作、临床问题挖掘与创新性工作、科研成果、学术任职与个人荣誉、医德医风的临床药师工作量化方案,并建立了科学可行的考核方法、分值细则和计算方法。结论 本研究建立的临床药师考核制度客观可行,达到了临床药师的绩效考核目的,对提高临床药学管理水平和药学服务质量均具有重大意义。     

实施基本药物制度对零售药店影响状况调查分析

基本药物制度的有力推行，不仅给老百姓带来了实惠，而且给医疗领域各个环节带来了不同程度的影响。本文在对广州、济南、枣庄、潍坊和赤峰5个地区零售药店非随机抽样的实地访谈和问卷调查的基础上，分析了基本药物制度实施后对零售药店产生的影响，针对存在的主要问题，提出建议：改变财政补偿方式，实行药事管理绩效考评制度，完善监督管理信息平台。     

浅析基层医院临床药师绩效考核指标体系的构建

目的：为提高对临床药师工作绩效考核的客观性和公正性提供参考。方法：采用客观方法,查阅相关文献报道,并结合临床药师的能力,制订考核的内容,构建临床药师绩效考核指标体系。结果与结论：我部以业绩和部分工作质量指标作为关键绩效指标,通过分值占总分的比重体现指标的权重,对临床药师的业绩和工作质量进行综合评价。并建议在实际应用中,根据情况变化对内容和权重做出调整。     

新“医改”形势下我院医院药学实践的创新与发展

目的:为持续提升医院临床合理用药水平提供参考。方法:就新"医改"形势下我院医院药学实践中管理和服务的特色和创新进行探讨。结果与结论:临床药学特色和创新包括药事考核工作、临床药师培训和工作、用药咨询和患者床前教育、药物临床研究几个方面;药品管理特色和创新包括药品风险管理、实库存管理、零库存管理几个方面;科室管理特色和创新包括绩效管理、质控管理2个方面。在新"医改"形势下,医院药学实践应不断创新和发展,转变管理理念,转换服务模式,为患者、为临床医护人员提供一流的专业药学服务。     

等级医院评审之际探讨我院药学服务工作的实践与提高

目的:为持续改进三级医院药学服务模式提供参考。方法:结合等级医院评审,探讨我院实际开展的药学服务模式的实践与特色。结果与结论:药品调剂流程与设备的改进与创新包括自动化系统和自动化设备的完善、用药咨询服务平台、静脉配置中心的成立与完善、药品合理采购计划与库存管理几个方面;临床药学服务的发展与创新主要表现在临床药师的培养、处方事前点评工作的开展、对病区急救药品的管理、病人血药浓度的监测几个方面;药学部自身管理的特色与实践主要包括绩效考核制度、质控管理、业务学习制度几个方面。随着药学部近年来的努力,充分体现出我院药学服务的进步与发展,并在持续改进的过程中面对等级医院评审。     

Description of an experimental hospital pharmacy management information system

The objectives, characteristics, and uses of hospital pharmacy work-measurement systems are discussed, and the development and operation of an experimental hospital pharmacy management information system (HPMIS) is described. Hospital pharmacy work-measurement systems are designed to measure and evaluate the productivity of a hospital pharmacy or group of pharmacies. Previous work-measurement systems used by hospital pharmacies have been too time consuming or imprecise for widespread use. A national hospital pharmacy work-measurement system known as HPMIS was developed to provide comprehensive and widely applicable information on pharmacy expenses, personnel use, and productivity. HPMIS converts data from participating hospitals into 17 indicators that enhance the comparability of the information between the hospitals. The 17 indicators relate to pharmacy production, clinical services, and administrative functions; also included are several gross department indicators that combine elements of all three areas. After analysis and categorization of the data according to characteristics such as bed size, geographical location, and type of drug-distribution system, results are reported to individual hospitals. A national work-measurement system such as HPMIS should enable hospitals to evaluate their pharmacy operations in relation to those of other hospitals and to track their department's relative management performance over time.     

Development of patient‐centred performance indicators to guide the delivery of pharmaceutical care in a district general hospital

The aim of this study was to audit clinical pharmacy practice in an acute hospital setting against the individual patient care guidelines set out in the CRAG "Framework for Practice" document, and then to develop practical, patientcentred performance indicators that could be used locally to monitor the delivery of pharmaceutical care. A series of four audits were undertaken to establish key elements in the process of providing pharmaceutical care to patients. Four standard statements describing the performance of the pharmacy service in providing patient care were developed through peer discussion and formulation of ideas based around these data. The four standard statements were then used as performance indicators to evaluate service performance at PRI and tested by means of a further audit cycle. The use of this methodology facilitated operation of a structured service appraisal system and provided a forum that allowed problems with practice to be discussed and resolved.     

关键绩效指标项目管理在综合性医院中药房的应用

目的:探讨关键绩效指标(KPI)项目管理在综合性医院中药房的应用情况。方法:对中药房KPI项目管理体系的建立和具体的实施过程进行分析和总结。结果:KPI项目管理提高了中药房的绩效管理水平,明确了岗位目标。结论:中药房应建立全方位的KPI管理模式,使其在综合性医院发挥更大的作用。     

谈医院药房质量管理的规范化建设

目的:探讨医院药房规范化管理。方法:介绍我院根据《湖南省药品使用质量管理规范(试行)》标准创建规范化药房的具体做法。结果与结论:只要医院各级领导认识到位,高度重视,措施得力,加强药房硬件、软件建设,建立并完善规范化的管理体系,全体员工共同努力,就能达到药房质量管理规范化目标。     

Looking ahead--the report of the Study Commission on Pharmacy.

The findings and recommendations of the Study Commission on Pharmacy are presented. The Commission defined pharmacy as a knowledge system which produces a service. Practitioners in specific areas of pharmacy are considered to possess both common and differentiated knowledge and skills. While pharmacy as a system is viewed as effective and efficient with reference to drug products, it is far from satisfactory with reference to drug knowledge and information. Current forces of change in the health care system and forces of change internal to pharmacy are discussed in relation to their impact on pharmacists for the future. The Commission recommended that pharmacy should move to meet the health care system's unmet needs which involve drugs and drug information. Specific recommendations are summarized regarding educational objectives, the curriculum, the faculty and credentialling. These recommendations call for heavier emphasis in pharmacy education on the behavioral and social sciences, the establishment of a small body of "clinical scientists," and the creation of a National Board of Pharmacy Examiners.     

“360风险防范”药学服务创新模式的构建与实施

目的:基于大数据平台探索药物风险预警、风险干预、风险教育的新型药学服务模式的构建,以提升安全用药水平,提高药学服务质量,体现药师对医疗质量的核心价值。方法:从技术、能力、动力3个维度,实现3个创新,即基于大数据平台的用药风险防范交互系统,以临床用药风险为导向的药师培训体系,以用药风险防范为指标的绩效考评机制。结果:通过近4年实践,解决了早期预警技术缺失、风险干预手段落后、风险管控职责不清、风险防范能力不足、个体考核标准缺乏、奖罚激励机制缺失6个问题,监测患者86 000例次,成功干预风险医嘱3 300例次,不合理医嘱率由实施前24.9%降至实施后3.90%,每年节省药费约7 000万元,显著降低了药源性损害发生率,改善了患者用药依从性,提高了药师风险防范积极性,实现了全流程、精细化管理。结论:"360风险防范"药学服务能力培养创新模式可解决医疗机构用药风险防范的6个问题,实现安全用药"0风险"的目标。