Application research on the sequence advance and retreat method in hospital performance appraisal system / 中华医院管理杂志

In hospital performance evaluation, significant differences in the work objects, work content and economic operation of various departments result in the lack of indicators comparability between different departments. This has become a prominent problem that hospitals have been unable to effectively solve for a long time, and has also affected the fairness of performance distribution to a certain extent. Starting from the dilemma of cost-benefit evaluation, the authors put forward the basic concepts of the sequence advance and retreat method, and comprehensively elaborated the implementation steps and operating points of the performance assessment using the sequence advance and retreat method. It is pointed out that the sequence advance and retreat method has four characteristics: weakening the differences between departments by vertical and horizontal combination, avoiding the deviation of guidance by scientific comparison, highlighting the incentive effect by grade differentiation, and reflecting the advantages and disadvantages by end adjustment. The value of this method in the hospital performance appraisal system is discussed from three aspects: promoting the de-profitization process of hospitals, achieving fair distribution of hospital performance, and strengthening the guidance of hospital performance management. Based on such studies, this article provides new methods and ideas for building a more scientific and fair performance evaluation system.

Establishment of Evaluation Mode of Pharmacist Post Value in Dispensing Department in Hospital Based on Factor Counting Method / 中国药房

OBJECTIVE：To establis h the evaluation model of hospital pharmacist post value of dispensing department ，and to provide scientific basis for optimizing the performance management of pharmacists in despensing department in hospital. METHODS：Based on factor counting method ，combined with questionnaire ，Delphi expert correspondence method and so on ，the hospital pharmacist post value evaluation model was established. Based on this ，the relative value scores of the pharmacists in the dispensing department was determined. RESULTS ：Hospital pharmacist post value evaluation model was established with 5 evaluation dimensions （knowledge，skills，responsibility，work autonomy ，work environment and intensity ，of which the first level weight coefficients were 0.194，0.166，0.365，0.216 and 0.058，respectively）and 31 evaluation elements. The above 5 evaluation dimensions contained 5，8，9，3，6 evaluation elements ，respectively，and the corresponding second-level weights were 0.052-0.431 （for example ，responsibility dimension with the highest weight ，including quality and safety control ，decision responsibility，responsibility for finance and assets ，the corresponding second-level weight coefficients were 0.279，0.140，0.132， respectively）. The relative value scores of 13 pharmacist post were 342.9-840.4 in the dispensing department of our hospital with this model ，among which the department responsible person had the highest score （840.4）and the prescription post score was the lowest（342.9）. CONCLUSIONS ：The hospital pharmacist post value evaluation model constructed by factor counting method can provide a scientific and reliable theoretical basis for realizing the rewards of different positions in the dispensing department.

Evaluation and construction of key disciplines oriented by diseases / 中华医院管理杂志

in view of the emphasis on disease management and clinical research, the authors introduced the evaluation and construction methods of the departments based on disease management. Introduction to the selection process of the evaluation and construction methods of such departments, the authors expounded the construction thought of clinical research evaluation system. This paper analyzed the important role of clinical scientific research in the formation of hospital characteristic advantage and leading position, then suggested that hospitals should take research-type diseases as the basis, promote steady breakthroughs in their medical services and scientific research level, and fully reflect the responsibilities of tertiary hospitals.

Evaluation on the management effectiveness of performance management for administrative departments at public hospitals / 中华医院管理杂志

Objective@#To evaluate the implementation effectiveness of performance management for administrative departments.@*Methods@#By means of questionnaires, the authors made a comparative analysis of the performance perception of service recipients of these departments before and after the implementation of the scheme, and the change of external performance appraisal results of the case hospital was analyzed through third-party evaluation. Then face to face interviews were used to conduct performance communication with the management staff.@*Results@#Questionnaire results showed that the satisfaction of those served by these administrative departments for their work improvement and work results was generally elevated, scoring 4.31 for their satisfaction elevation(higher than 3.0 of the neutral attitude). A third party external performance appraisal indicated a capability enhancement as shown by the hospital in the appraisal indicators by the hospital′s authorities, scoring 91.52 in 2018 as compared to 82.34 in 2016. In-depth interviews exhibited that the ranking of the total scoring of performance appraisal of these departments was more in line with the staff′s psychological feelings. These departments also agreed with the appraisal system, the algorithm of performance scoring and the appraisal results.@*Conclusions@#The performance management of these departments of the hospital had achieved the goal of effective implementation and elementarily improved the efficiency of the hospital′s internal management.

Empirical research on the performance appraisal model and implementation framework for administrative departments at public hospitals / 中华医院管理杂志

Efficient measurement of administrative departments at public hospitals is key to performance appraisal for such units. The authors analyzed the current situation and problems of performance management of such departments of public hospitals, and made case studies for the formulating and implementing process of the performance appraisal system.Furthermore, they probed into appraisal methods for these departments and presented a performance appraisal model of " expectation-response" . Combined with the practice of the case hospitals, the authors recommended an annual personalized evaluation indicator system. Based on analysis of the operation process of the case hospitals from 2016 to 2018, namely theory study-practical exploration-experience summary-program readjustment for further practice. These efforts studied the implementation framework of performance management for these departments, summarized the by-stage practice experiences of the appraisal from the " basic version" to " specialized version" . Thus the paper provided references for their performance management of these hospitals.

Evaluation on the management effectiveness of performance management for administrative departments at public hospitals / 中华医院管理杂志

Objective To evaluate the implementation effectiveness of performance management for administrative departments.Methods By means of questionnaires,the authors made a comparative analysis of the performance perception of service recipients of these departments before and after the implementation of the scheme,and the change of external performance appraisal results of the case hospital was analyzed through third-party evaluation.Then face to face interviews were used to conduct performance communication with the management staff.Results Questionnaire results showed that the satisfaction of those served by these administrative departments for their work improvement and work results was generally elevated,scoring 4.31 for their satisfaction elevation (higher than 3.0 of the neutral attitude).A third party external performance appraisal indicated a capability enhancement as shown by the hospital in the appraisal indicators by the hospital's authorities,scoring 91.52 in 2018 as compared to 82.34 in 2016.In-depth interviews exhibited that the ranking of the total scoring of performance appraisal of these departments was more in line with the staff's psychological feelings.These departments also agreed with the appraisal system,the algorithm of performance scoring and the appraisal results.Conclusions The performance management of these departments of the hospital had achieved the goal of effective implementation and elementarily improved the efficiency of the hospital's internal management.

Empirical research on the performance appraisal model and implementation framework for administrative departments at public hospitals / 中华医院管理杂志

Efficient measurement of administrative departments at public hospitals is key to performance appraisal for such units.The authors analyzed the current situation and problems of performance management of such departments of public hospitals,and made case studies for the formulating and implementing process of the performance appraisal system.Furthermore,they probed into appraisal methods for these departments and presented a performance appraisal model of " expectation-response".Combined with the practice of the case hospitals,the authors recommended an annual personalized evaluation indicator system.Based on analysis of the operation process of the case hospitals from 2016 to 2018,namely theory study-practical exploration-experience summary-program readjustment for further practice.These efforts studied the implementation framework of performance management for these departments,summarized the bystage practice experiences of the appraisal from the "basic version" to "specialized version".Thus the paper provided references for their performance management of these hospitals.

Design mentality of establishing performance distribution system based on homogeneous subsidy base / 医学研究生学报

Performance management is a key direction of the reform of the national medical and health system, and it is also an important starting point for promoting the development of hospital connotation. In view of the contradiction among the current hospital performance distribution system, this paper proposes a design mentality of performance distribution system based on homogenization subsidy base, and expounds the basic connotation and cognitive basis of homogenization subsidy base. The key elements of the design of the performance distribution system are discussed from four aspects: pre-adjusted total control, coefficientized personnel attendance, same performance appraisal, and homogenization subsidy base. At the same time, this paper also analyzes the characteristics of the performance distribution system based on the homogenization subsidy base. The application prospects of the performance distribution system are prospected from three aspects: the national medical reform requirements, the discipline development discipline and the system's own characteristics.

Establishment and Practice of Pharmacist Performance Management System in Our Hospital / 中国药房

OBJECTIVE： To establish performance management system that can effectively guide the realization of pharmacist value. METHODS： Using action learning method， through continuous questioning， reflection and execution to establish a step-by-step and in-depth pharmacist performance management system in our hospital. The effects of performance management system were evaluated with outpatient service satisfaction and the times of pharmacist consultation. RESULTS： From 2013 to 2018， the performance management system was established， involving team performance （taking the results of team quality control inspection at the end of the month and the monthly work report of team leaders as indicators）/personal performance （taking pharmacist’s performance， work attitude and ability as indicators）/post competency （change of assessment indicators with the position of pharmacist， examination of clinical pharmacists drug counseling， etc） 3 levels. The establishment of performance management improved team enthusiasm and service satisfaction， optimized the talent structure， enlarged the professional ability and influence of pharmacists， and improved the income structure of pharmacists. Compared with 2013， outpatient service satisfaction increased from 88％ to 95％ in 2018. Compared with 2016， the times of pharmacist consultation increased from 30 to 92 in 2018. Pharmacists could increase their income by providing pharmaceutical services to clinical departments. CONCLUSIONS： The established pharmacist performance management system can effectively improve the enthusiasm of pharmacists and promote the work of pharmacists.

Study on the evaluation system of hospital scientific research performance based on balanced scorecard / 中华医学科研管理杂志

Objective To change the deficiencies of the traditional performance evaluation model based on financial performance,give full play to the potential of hospital scientific research in the exploration of medical resources in hospital,improve the long-term development ability of hospital,and explore a new performance evaluation system of hospital scientific research.Methods By means of literature review combined with practice analysis,the paper conducted a comparative study on the advantages and characteristics of the research performance evaluation system and the traditional hospital performance evaluation system.Results The performance evaluation system of hospital scientific research based on balanced scorecard theory matches the dynamic process dimension of hospital scientific research.Conclusions The balanced scorecard-based performance evaluation system of hospital is able to change the previous rigid performance evaluation of scientific research,realized a dynamic and whole-process management mode which better mobilize the enthusiasm of medical staff for scientific research.

Research and prospect of hospital scientific research performance management / 中华医院管理杂志

Accelerating the management of scientific research performance for hospitals can not only mobilize the enthusiasm of scientific researchers, but also effectively optimize their scientific research work. The present academia is plagued in general by such setbacks as indeterminacy of definition and scope of scientific research performance, confusion of the evaluation index system of scientific research performance, and lack of unification of the evaluation principles of scientific research performance of the hospitals. Therefore, it is imperative to define the scope of hospital scientific research performance scientifically, eliminate performance indicator deviation efficiently, accurately analyze hospital scientific research performance management cases, and encourage the application of third-party evaluation methods, which are trendy in research.

Survey of RBRVS-based performance appraisal methods at 12 public hospitals / 中华医院管理杂志

Objective To learn the initial application of RBRVS related performance appraisal at public hospitals in China. Methods 12 tertiary public hospitals which took the lead to introduce RBRVS models, via third-party cooperation, in medical stuff performance assessment over one year were surveyed. The study summarized their design emphases of RBRVS performance appraisal, covering such aspects as appraisal level, accounting method, conceptual design, points setup and items charged as cost. Descriptive statistics was used to analyze the data so acquired. Results As shown in the performance appraisal level, most hospitals were found with defects in refining levels, as eight hospitals only appraise down to the department level, three to diagnostic group level, and only one hospital to individuals. Of these hospitals, over eight hospitals used RBRVS to elevate the efficiency and inventiveness of employees, while half of these hospitals reported the method can improve service, reduce cost and enhance quality of care. Conclusions Public hospitals enjoy advantages via third-party cooperation RVRBS method in RVRBS-related reforms. Introduction of this method calls for localization design based specifics and management goals of public hospitals.

RBRVS-based performance appraisal: application at a hospital / 中华医院管理杂志

With the resource based relative value scale (RBRVS) application at a hospital cited as an example, the paper covered its use in performance appraisal for optimal performance-based distribution as follows. In view of hospital specifics, such appraisal indexes as the quantity, quality, technical difficulty and cost control are quantified as key indicators, to form its own RBRVS scores and weights. In combination of the case mixed index as well, such factors as specific appraisal, quality of care and research/teaching work are taken into account for the purpose of rational and optimal pay for performance.

Design of a performance management program for a digestive endoscopy center / 中华医院管理杂志

This paper introduced the performance appraisal scheme for digestive endoscopy centers featuring centralized management. A comparison of the operations before and after the use of such performance management, proves the efficiency improvement of such centers, and the supplementary effect on centralized management of digestive endoscopies. Thus the authors propose that performance management is conducive to centralized management of the equipment for reference in designing performance management of departments.

The impact of public hospital performance evaluation policies on the hospital internal perform-ance management:A comparative case study based on Beijing and Shanghai / 中国卫生政策研究

Objective: To study the influence of the public hospital performance evaluation policies on the hos-pital internal management and its corresponding pathway. Methods: Comparing the cases of Beijing and Shanghai, the differences and similarities between the hospital internal and external performance evaluation policy change were considered, and the corresponding changes in the reform of municipal hospitals’ internal performance management were analyzed to conclude the influence of external performance evaluation of hospitals on the hospital internal per-formance management. Therefore, considering a municipal hospital, through the analysis of its case on the implemen-tation of hospital external performance evaluation policies and the reform of internal performance management, the in-fluence pathway was summarized. Results: The phenomenon that hospital external performance evaluation policy and its changes led to the corresponding change in the reform of the hospital internal performance management of munici-pal hospitals in the corresponding content to a certain extent. It is proposed that, as the core point, government-affili-ated departments, public hospitals, and management and clinical departments should be the three-tiered. Conclu-sions: The hospital external performance evaluation policy will lead to the corresponding change in the hospital inter-nal performance management. Therefore, the supporting measures that were formulated based on the influence path-way analysis will help to promote the realization of the policy objectives.

Study on the Performance Management System under the Model of "Medical Group" in a Tertiary Hospital / 中国卫生经济

It pointed out the shortcomings of current salary system in hospitals,and put forward a "medical group" model performance allocation plan based on the technology position,workload,target management and service quality.The performance of the whole scheme was divided into clinical department and medical department.The business projects of the clinical departments,such as outpatient registration fee,operation fee,were calcultated according to the the doctor's proportion of the project operation rate points and the use of accounting,and evaluated the service qualifies of doctors based on medical record classification;medical departments calculated the projects according to the accounting system of accounting unit.Aiming at implementing the public welfare of public hospitals and stimulated medical staff working enthusiasm,the level of technical content,the degree of risk of size,strength and management responsibilities of work load and other factors were comprehensively considered to construct a set of fair and external competitive performance management system.

The application of 360-degree feedback in nursing performance management in China: a literature review / 中国实用护理杂志

360-degree feedback evaluates the performance of employers by using a variety of resources related to the employers and emphasizes the feedback after evaluating. It aims at improving the employers' work performance and personal development, which are the needs of nursing performance management. This paper reviewed the application of 360-degree feedback in nursing performance management in China by combining the implementation steps, found out the potential problems through the reviewed papers, and proposed more effective ways of application of 360-degree feedback in nursing performance management in China.

Design and Implementation of Performance Management Information System of Traditional Chinese Medicine Project / 医学信息学杂志

The paper introduces the rebuilding target of the performance management information system for Traditional Chinese Medicine (TCM) project.By expounding on system architecture,function realization,security design and its application of virtual private channel and electronic signature technology based on secure socket layer,it points out that the system helps promote the informatization building of performance management for TCM project.

Analysis study of the impact of JCI standard assisted with nursing performance appraisal system on nursing research / 中华医学科研管理杂志

Objective Set up a new performance management system with JCI standard that designed for improvement of nursing research.Methods Based on JCI standard,the new system was designed to be performed separately.Re-design a performance appraisal plan that will take account into nursing workload,care quality,nursing risk,nursing research,personal comprehensive quality etc.Results The average performance of the nurses in 42 wards had increased by 24.64％.In this system,research project application,and paper publishing was significantly improved.Projects Standardization was also improved.Enthusiasm of continuing education increased.Conclusions The system is helpful to improve the quality of nursing research.It can also help to assure the occupational stability of the clinical nurses and enthusiasm of nursing research.

Application of Post Setting and Performance Management in the Central Sterile Supply / 中国医院管理

Objective To explore the application of post setting and performance management in the central sterile supply.Methods The study was introduced on January 1,2015,for a period of one year,and ended on December 31,2015.56 staffs in sterile supply center were divided into four levels and three levels to develop their duties,theory and skills training,and comparative analysis of the results of training was done;on the other hand,quantitative performance evaluation standards were developed.Comparison of work quality and self evaluation,theoretical and practical assessment,and satisfaction rate in clinical departments was done.Results Before and after the intervention for 12 months statistics,it is found that,in post setting and performance management in the implementation of post-intervention compared with the pre-intervention in the center,the quality and efficiency and the overall quality of staff,the department satisfaction has improved significantly,and the difference is statistically significant (P＜0.05).After the intervention,high quality and efficiency staff in Disinfection Supply Center increases from 14.29％ up to 80.36％,and the effect is significant.After intervention,excellent rate of staff assessment theory and skills assessment at different levels increases by 20％ ～ 50％.Satisfaction Degree of clinical departments increases from about 65％ before intervention to 80％ and above after intervention.Conclusion Post setting and performance management helps to improve disinfection center staff's enthusiasm,and improve job performance continuously to improve and enhance the overall quality of the staff.