Performance appraisal work summary

(a) basic medical services and medical safety

I seriously organize the implementation of the full "three basic and three strict" training, regular assessment, through a variety of forms of supervision of business personnel to strengthen skills learning, and constantly improve the basic skills and Theoretical level, a good completion of this year's basic medical services, annual outpatient consultations xxxxx times, an increase of xxxxx times than last year, hospitalization xxxxx times, an increase of xxxxx times than last year, business income xxxxx yuan, an increase of xxxxx yuan than last year, the rate of medical record writing qualification rate of 100%, prescription writing qualification rate of xxxxx. the whole year, the hospital no medical events The hospital had no medical incidents.

(2) the new rural cooperative medical work

continue to carry out timely hospitalization reimbursement and outpatient co-ordination of the summary work, strict implementation of the examination and approval procedures, timely and accurate reporting of a variety of information, and do a good job of publicity and publicity work. xxx hospitalization in the year of xxx, reimbursement of funds XXXXXX yuan; outpatient reimbursement of xxxxx times, reimbursement of funds XXXX xxxxx times, reimbursement funds xxxxxxxxxx yuan, a better completion of this year's new rural cooperative medical work.

(3) the activities carried out within the hospital

In order to seriously carry out a good "three good and one satisfied" activities. To achieve good service, good quality, good medical ethics, the masses are satisfied, we will be the first to strive for excellence in activities and hospitals to carry out the "three good and one satisfied" activities combined with bring in the hospital to organize all employees to study the advanced deeds; study the region's health system on the development of a good "three good and one satisfied" activities.

In the specific work, the establishment of the assessment team, weekly implementation of a major inspection of the work of the hospital, the monthly implementation of the assessment of the completion of the responsibility of the target, the assessment and performance pay linked. The implementation of the monthly meeting system, the monthly organization of all employees to learn the relevant business knowledge, rules and regulations, briefing on the month's assessment of problems, and the next month's work requirements. Through the above measures, the hospital appearance has been significantly improved, medical ethics further embodied, reports, complaints significantly reduced.

(D) comprehensive management

xxxx year, the hospital no cadres, employees petition; unit no criminal cases, public order cases and major security accidents; the hospital no "two illegal" cases; no issuance of false birth control certificates; the hospital workers The hospital has no cases of "two illegal"; no false birth certificates have been issued; the hospital workers have no out-of-policy births; the birth registration system is complete; it is able to convey the spirit of the relevant documents from the higher levels in a timely manner, and complete the tasks assigned by the higher levels without fail.

(V) Evaluation and Supervision

In 20xx, the hospital strengthened the supervision of the quality of professional ethics and the level of service of medical staff. The full implementation of the hospital affairs open system: the hospital's service process, charges, ethical construction, etc. to the community; the hospital's major decisions, financial income and expenditure to the hospital staff open. Strengthen the communication between doctors and patients, designate special persons to deal with the problems reflected by the public, solve the problems by a deadline, and consciously accept the supervision of the public. Strictly implement the informed consent system for hospitalized patients, do not exceed the standard charges, standardize the use of medication by doctors, and resolutely put an end to the phenomenon of "billing commission" and "large prescriptions". The company also holds quarterly meetings with patients and the general public, and conducts questionnaire surveys in an effort to satisfy the public and the employees of the organization.

(6) financial management

We strictly implement the financial budget system and accounting system, all cash are used in accordance with the scope of the use of the provisions of the use; business income are deposited into a special account, the use of financial uniform bills, to do the same day, the same day the account, and regular settlements, the use of fees and charges uniform bills, the tickets are consistent with the amount of money, the use of large amounts of money are The hospital will discuss the use of large sums of money through the Board of Directors to implement democratic decision-making; the acquisition of fixed assets, sale, scrapping are strictly enforced reporting and approval system.

(VII) medical ethics and discipline

The hospital strictly implement the relevant provisions of medical ethics, adhere to the clean practice of medicine, no acceptance of patients red packet behavior; conscientiously implement the construction of the party's clean and honesty and anti-corruption and corrective work, and effectively grasp the party cadres and party discipline education, centralized purchasing of medicines, bidding, equipment purchases, the public *** funds operation, and so on. The public **** funds operation did not appear violations of discipline.

Second, the next step in the work of the intention

I hospital performance appraisal work, in the Health Bureau under the correct guidance, is the steady progress in an orderly manner, made some achievements, but there are still some problems, in the new year we will be the work of the target plan book for a sorting out of the completed and unfinished goals and tasks for the record. We firmly believe that: the whole hospital cadres and workers united, to overcome the difficulties, unity and progress, pioneering, in the next year's work will certainly be able to achieve greater results.

Performance appraisal work summary 3

In order to implement the deepening of the reform of the medical and health system, to promote the development of health undertakings in our region, according to the spirit of the relevant documents of the higher levels, our hospital performance appraisal self-assessment, is now the specific situation reported as follows:

a, the main body of business to carry out the situation

1, to improve the service process, to improve the work efficiency.

In accordance with the requirements of "the simplest procedures, the fastest efficiency, the shortest time, the best service", to simplify the medical links, shorten the medical process, improve efficiency, so that the medical process in order, smooth and smooth; the opening of emergency emergency green channel, the implementation of the 24-hour emergency services and test results of the time-limited reporting system, the clinic The company has also implemented a compulsory medical guide service to ensure that patients have convenient and quick access to medical treatment.

2, strengthen doctor-patient communication, improve service attitude.

For the part of the medical staff service consciousness is not strong, communication with patients is not in place, the service attitude is hard and so on, we continue to strengthen the education and training of staff, enhance the staff's awareness of the service, and guide the staff to strengthen the communication between doctors and patients. Our hospital was organized and held a general meeting of physicians and nurses, hospital leaders were analyzed at the meeting of the hospital's current situation and tasks, requiring all medical staff to firmly establish a "patient-centered" concept, enhance the sense of service and sense of responsibility, to improve the service attitude and service mode, respect for each patient, and more with the patient! They should communicate with patients in a skillful, informative, methodical and quality way to win patients' trust and understanding, alleviate conflicts between doctors and patients, establish a harmonious doctor-patient relationship and improve patients' satisfaction. Encourage everyone in the work to cultivate the virtue of the sense of gratification, the pride of saving lives and helping the injured, the happiness of serving patients, the sense of achievement of self-fulfillment and the joy of a colorful life.

At the same time, we for individual medical staff service attitude is poor, take the form of collective help to do a good job of thinking. Such as patients in the new rural cooperative reimbursement, reflecting the problem of poor service attitude of a staff member of our hospital, hospital leadership timely find this staff to do the work, after more than an hour of education and communication, so that it ultimately recognized their own mistakes, accepted the criticism, and said that the future will never appear similar problems.

3, improve the quality of medical services, improve the level of medical services.

First, continue to adhere to the "patient-centered, in order to improve the quality of medical services" as the theme of medical management concepts, comprehensively strengthen the quality of medical work, firmly establish the quality of consciousness, and constantly improve the overall level of health care; combined with the actual work of the hospital, to further improve the 13 hospital medical system requires the medical staff to consciously implement the first physician responsibility system, the three-tier system. The first physician is responsible for the implementation of the system, the three physician room system, pre-operative discussion and difficult and critical case discussion system, the three check the seven and other important systems of medical care.

Second, supervision, inspection and monitoring. The company's main goal is to provide the best possible service to its customers. Such as practicing according to the law, informed, three-stage check-up system, surgical safety verification, anesthesia before and after the visit, rescue of critically ill patients, a variety of case discussion, consultation, physician handover system and so on. The establishment of the safety inspection system and the three-shift work checking system, focusing on checking the existence of safety hazards in the department, found that the problem of timely response measures.

Third, standardize the writing of medical documents and improve the quality of medical records. Supervision of medical personnel at all levels to seriously implement the "Shandong Province, the basic norms of medical record writing", "nursing paperwork writing norms".

Fourth, the organization of medical personnel to study the relevant national health laws and regulations and medical core system, to improve the legal awareness of medical personnel, quality awareness, risk awareness, service awareness and safety awareness, to strengthen the knowledge of medical safety and business skills education and training.

Fifth, to strengthen the clinical nursing work, to provide patients with high-quality nursing services, and actively carry out the "creation of high-quality nursing service demonstration wards" activities, has formulated a program for the implementation of the activities, held a mobilization meeting and the implementation of the activities of the plan. Strengthened the patient-centered service concept, strengthen the basic care, improve nursing service measures, further standardize the clinical nursing work, improve the quality of nursing services.

4, to carry out three activities, take the initiative to change the style of grounding.

In order to further strengthen the management, to ensure medical safety, to implement the "second" assessment of the connotation of the construction standards, to meet the requirements of the continuous improvement of the medical process, the hospital leadership team members in-depth department to carry out "three one" activities, that is, the monthly

Second, the management of the operating situation

1, strengthen the hospital affairs open, so that patients understand consumption.

In response to the NPC reimbursement process and proportion, drug prices and other hot issues, our hospital in the outpatient hall and outpatient charges, inpatient charges, NPC reimbursement window and other conspicuous locations, the use of electronic display screen or display boards to the community a comprehensive publicity, open drugs, inspection, charges and fees; outpatient, emergency, hospitalization, infusion, and other medical procedures.

2, over the past year, from the various departments carefully screened more than 40 active, love to study the business of the technical backbone to higher hospitals for further study.

Specialized in internal, external, women, children, imaging and other specialties. Through further study, gradually accept the advanced service concept, and constantly improve the level of medical technology services, will gradually develop into the hospital's future characteristics of the department business backbone and discipline leader.

Third, strengthen the security work

patients admitted to the hospital to strengthen the security advice, remind patients to pay attention to the safety of personal belongings, strengthen the patrol, minimize the occurrence of theft phenomenon, and strengthen the communication with the public security department contact, *** with the maintenance of a good security environment in the hospital, to create a safe hospital.

First, the organization is sound, set up a performance appraisal committee

The school set up to the principal Xie Tiancheng as head, vice principal Feng Jiachun as deputy head, Liang Linxing, Chen Guojin, He Haiying, Xie Xingwen, Chen Yuanjiang, Tan Changhua, Liu Shuang, Yang Quan, He Yunhao, Xu Qiang, Yang Li, He Wenjun, Bao Zuoyue, Liu Hongmei, Tang Aimin, Luo Chongling as members of . Performance Appraisal Committee **** 19 people, of which, the party, politics, labor, the group responsible for 5 people, classroom teachers, teaching and research groups, grade team leader representatives 4 people, teacher representatives 10 people, teacher representatives accounted for more than 1/2. Performance Appraisal Committee set up under the three appraisal team specifically responsible for the school's performance appraisal work in the last period of 20xx.

Second, widely publicize the performance pay policy, seriously develop the performance appraisal, performance pay issuance methods

Performance pay is related to the immediate interests of all teachers and staff, involving a wide range of policy, in order to allow all teachers and staff to fully understand the significance of the state of the implementation of performance pay of teachers of compulsory education schools, and to fully feel the State Council Compulsory education school teachers of special care, at the same time, but also in order to develop the school performance assessment, the issuance of the program can be fully embodied in the "people-oriented, moral first, adhere to the scientific attitude, respect for the laws of education, incentives to advance, reward advanced, public evaluation of democratic, fair and open" principle, the school continues to study and publicize the policy.

Schools have long insisted on organizing all staff to repeatedly study the General Office of the State Council forwarded the Ministry of Human Resources and Social Security, Ministry of Finance, Ministry of Education on the implementation of the performance of compulsory education school work guidance notice [State Office of the (20xx) xx3], the Sichuan Provincial Department of Education on the issuance of the Sichuan Provincial compulsory education school teachers' performance appraisal of the trial approach to the notice [Sichuan Education (20xx) 155], the Ministry of Education on doing a good job of the performance of teachers in schools, the Ministry of Education on the performance of teachers in schools. , the Ministry of Education on doing a good job of performance appraisal of teachers in compulsory education schools of the guiding opinions [Teachers (20xx) No. 15], "Compulsory Education Schools to implement the policy of performance pay propaganda points," and other documents, so that the staff of the national policy of performance pay has a comprehensive, deep and detailed understanding of the school to revise and improve the performance appraisal program Cleared the ideological and cognitive obstacles.

In order to make the school revised and introduced performance appraisal, issuance of the program reflects the spirit of the higher level documents, but also in line with the actual school, reflecting both open and democratic, accepted by the majority of teachers and embodies the more work more pay, reasonably widen the gap between the work of the idea, the school organization of the head of the teaching and research group in the collection of teachers' opinions on the basis of the seminar, revision, improvement, and has convened a member of the Council of Teachers, grade level director, Teaching and research team leader symposium, the school administration will form a "glorious in the school staff performance appraisal, pay for performance approach (revised)", 20xx January xx school held a faculty meeting, through the vote formally adopted the "glorious in the school staff performance appraisal, pay for performance approach (revised)", the meeting should be attended by 23 people, the actual participation of 21 people, 2 people sick leave The meeting was passed with 20 people in favor and 1 vote against. This semester continues to be implemented according to this program.

Third, carefully organized, carefully arranged, fair assessment, timely payment

According to the higher requirements of the basic performance pay has been cashed on schedule, incentive performance pay in the "school performance appraisal, performance payroll revised approach" was adopted by the Council and the vast majority of teachers approved. The vast majority of teachers recognized, from July 10, 20xx, under the leadership of the school performance appraisal committee, the three assessment team in the staff self-check based on the usual assessment records in accordance with the "Glorious school staff performance appraisal, performance pay approach (revised approach)", one by one to verify, scoring, conclusions and review several times, during which the school twice held administrative meetings on the assessment process. 20xx July xx, the school again held a general meeting of teachers to announce the results of the assessment, the results of the assessment and the staff to meet and sign the confirmation, to 16 has been recognized by all signatures, and then reported to the area of the Office of Teaching and Research, the County Board of Education for approval and implementation.

Fourth, the performance appraisal, performance pay issued by the reaction

As of July 16, 20xx, Glorious Middle School staff generally satisfied with the implementation of performance pay for compulsory education schools, generally believe that the future should work harder, with higher parenting performance in return for the care of the party and the government, performance pay system. The implementation of the performance pay system will certainly promote the development of schools in the direction of better, higher, more standardized and more scientific. Of course, due to the idea of individual teachers can not be consistent, coupled with the "coefficient ratio between subjects", "teaching and logistics and other positions," and other objective factors, the "program" is inevitably unscientific, individual teachers will inevitably be a bit of a view, but everyone can Considering the overall situation, the whole can maintain unity, in the future practice of the school will further carry forward the democratic, improve the method, especially how to reflect the "more work, more pay, high quality and excellent pay, teaching and non-teaching subject differences" and other thorny issues, relying on the leadership of the collective wisdom of the teachers to continue to improve and update.

In order to solve the current problem (reflecting the current priority), improve the initiative of the company's staff, to achieve the company's goals, the company proposed to comprehensively promote the performance management of the performance management work of the performance management approach to the company's senior management under the leadership of the leadership of the company's business management objectives, first of all, in the company's middle management personnel in the trial implementation. Now the 20xx year since September performance appraisal work trial report is as follows:

First, the performance appraisal work trial

20xx September, combined with the actual situation of the company, after summarizing the first half of the 20xx annual performance appraisal of the existence of the problems and deficiencies, the company piloted a new performance management approach. The new approach is fully integrated with the work of each department's responsibilities, more comprehensive, detailed, operable, practical and stronger.

1, the specific work of the performance appraisal

The new performance management approach is specifically realized through three kinds of communication: downward communication (superiors to subordinates), horizontal communication (between departments and departments, between the same level and the same level), and upward communication (subordinate to the higher level) to achieve the key responsibilities of the appraised person from the higher level of the proposal, the internal customers of the three Determine the monthly key performance indicators, the appraised person for their own performance master, clear their job responsibilities, automatically achieve the results of the work, the realization of personal career value; performance appraisal cycle, unplanned increase in the deadline must be completed for the unexpected (value-added) performance indicators, so that employees not only may get the performance of the return, but also to obtain the return of the accidental performance of the company to create significant value of the work, can also be used as a sub-company to achieve the goals at the end of the year. As the company's end of the year to achieve the goals of the dividend return basis, so that employees through the assessment, really appreciate the more work more money, more value more money sense of achievement; new approach to determine the beginning of the month to be assessed by the performance of the month's work objectives, be assessed according to the plan to carry out the work of the month, through the plan, to enhance the realm, to do anything in advance are well thought out and must be obtained accordingly results; to enhance the core competitiveness of the workplace, i.e., take the initiative to The first step in the process is to find a way to solve the problem, and then to solve the problem.

2, performance appraisal of the institutional setup

The new approach to the establishment of the performance management to promote and supervise the group, the formation of the monthly departmental KPI indicators for review, review, approval, supervision, publicity, organizing and archiving, accounting, training, guidance and other work; the establishment of the leading group of performance management, the promotion and supervision of the group review of issues, analysis, discussion, determination. The Performance Management Leadership Group was established to analyze, discuss and determine the issues raised by the Promotion and Supervision Group. The two groups ensure that the performance management work is fair, open, transparent and effective.

3, monthly performance meeting

The company held a performance meeting at the beginning of each month about the performance appraisal of the previous month, announced the results of the assessment, so that the person being assessed to recognize their own work in the assessment period of the main achievements and shortcomings, the meeting of the appraisal of the person to put forward the work of the recommendations and find out the problem of improvement measures. Performance results directly determine the performance pay, reflected in the monthly salary, improve the work of the appraised person's enthusiasm and subjective initiative, so that the performance pay really play a role in motivating the staff to improve and enhance the efficiency of the work.

Overall, the performance appraisal work in the fourth quarter of 20xx has achieved satisfactory results, received the full attention of the leadership, clear job responsibilities, rationalize the working relationship, improve the phenomenon of irregularities in the work, and enhance the company's daily management level. At the same time, through the assessment also further enhance the sense of responsibility of the staff, stimulate the enthusiasm of the staff work.

Second, the main problems in the assessment process and corrective measures

1, performance appraisal trial still exist in the details of the problem, the appraisal of the person still have a lot of questions, such as: whether according to the workload of the inter-departmental workload and so on the different set of performance coefficients of the various departments; the performance of the task plan to agree on the node of the time partially completed, according to the rate of completion of the counting of part or zero points; due to the non-control of the outside of the workplace. Zero points; if the performance plan tasks cannot be completed due to uncontrolled external reasons, whether the application for adjustment is regarded as completion; whether the performance tasks after the application for adjustment should have the same score as the original plan performance, etc. Rectification measures: The CEO and the administrative director of the company will continue to improve the new approach and carry out full publicity, increase the communication of the "three kinds of communication" to overcome the problems of understanding bias and poor communication. At the same time, performance management promotion and supervision team and to conscientiously perform their duties in a comprehensive manner: non-compliant information back and guidance, services (not timely with the submission of compliant information caused by the impact of the appraisal of the person responsible for); timely completion of the performance adjustment application, accidental performance applications and other assessment and feedback results; can not judge and other timely submission to the performance management leadership team to discuss the decision.

2. Monthly key indicators, unexpected (value-added) performance indicators and other specific operations are highly subjective. Rectification measures: The leaders in charge of each department and the person in charge of the interview to agree on and assess the monthly key performance plan and accidental performance, should perform their duties and responsibilities to the general manager is responsible for the height of the enterprise, adhere to the principle of making an objective and fair evaluation; assessed by the person himself to develop a monthly key performance plan science, one is based on the company's implementation of the "do it for yourself", "humane" and "the" key performance indicators. First, based on the company's implementation of the "do it for yourself", "humane management", I believe that the Lingtian people in the work will reflect the "I want to do, I want to do, I can do a good job" of "conscious behavior". Secondly, the company's performance management system, perfect, comprehensive, pragmatic; assessed by the person himself to develop a monthly key performance plan does not mean that the assessment of their own say, one of its plans must be subordinate to the company's annual quarterly and monthly goals, and secondly, the assessment of the person must comply with the company's hierarchical management principles, the principle of management to obey the principle that subordinates must be subordinate to the direct superior instructions, and the higher level of the performance plan to determine the evaluation of the communication does not reach a consensus, the views of superiors prevail. When the superior's opinion shall prevail.

3, part of the appraisal team is not professional enough, the appraisal standards need to be further studied and implemented. Rectification measures: The members of the professional appraisal team will be trained and some of them will be adjusted according to the actual work and the nature of the work.

20xx, the company's performance appraisal will be in-depth understanding of the company's production business content, fully integrated with the production and operation goals and tasks, and constantly improve the performance management system. From the interests of the company and employees, seriously do a good job of employee performance appraisal, timely collection of employee suggestions and comments, mutual communication, good explanation, coordination, so that the company's performance management work to a higher level.