This hospital for this quarterly assessment to do a corresponding work, I personally serve as the main person in charge of this work, for this performance appraisal wrote a program. The following is a "secondary general hospital performance appraisal program" organized by me for you, for reference only, welcome to read.
Secondary general hospital performance appraisal program a
In order to promote the reform of the medical and health system, and further improve the management level and operational capacity of township health centers, fully mobilize the enthusiasm of grassroots medical and health personnel, and promote the coordinated, rapid and healthy development of the county's rural health and food and drug safety supervision undertakings, and ensure that the xx year the achievement of various work objectives and tasks, combined with the actual development of the county's program.
First, the guiding ideology
To xx important thought and the scientific concept of development as a guide, in accordance with the construction of a harmonious socialist society and the construction of a new socialist countryside, give full play to the township health centers, community health centers of the basic medical services and public **** health services and other integrated functions, and constantly improve the people's Health level and quality of life, objective and comprehensive evaluation and assessment of the work of township health centers and community health centers. Through the assessment, recognize the advanced, spurring backward, fully mobilize the enthusiasm of grassroots medical and health workers, to ensure the successful completion of the county health and food and drug regulatory work of the established goals.
Second, the working principle
Adhere to the principle of scientific development, focus, objectivity and impartiality, recognized by the masses, based on the actual work of rural health in the county, focusing on social benefits, focusing on the assessment of the work of the actual performance to achieve a combination of comprehensive assessment and a single assessment, focused on the assessment of the assessment of the assessment of the combination of the assessment and the usual assessment, the combination of the assessment of the stage and the recurring assessment The company's main goal is to establish an all-encompassing, multi-angle, multi-level assessment mechanism to more objectively and comprehensively evaluate the work of the township health centers and community health centers.
Three, the assessment method and content
(a) assessment method
1. The assessment team to listen to the township health centers, community health centers xx annual work report.
2. Check the relevant work materials.
3. The assessment team feedback assessment.
(B) assessment content
Township health centers, community health centers comprehensive assessment of the work objectives, the specific content is as follows:
(1) comprehensive management (including administrative management, environmental construction, information work, security work, by the county office in conjunction with the appraisal team assessment)
(2) Disease prevention and control (by the county CDC, the Ai prevention Center) (Provide assessment results, the assessment group validation)
(3) basic public **** health services (by the Office of the Public Health Office in conjunction with the assessment group assessment)
(4) Maternal and child health (by the County Maternal and Child Health Center to provide assessment results, the assessment group validation)
(5) health supervision (by the County Health Supervision Institute to provide assessment results, the assessment group validation)
(6) Financial management (by the county planning and finance unit to provide assessment results, the assessment team validation)
(7) new rural cooperative medical care (by the county cooperative medical office to provide assessment results, the assessment team validation)
(8) food and drug safety (assessment team assessment).
Four, the organization and implementation
Township health centers, community health service centers assessment by the County Health and Food and Drug Administration work objectives assessment leading group is responsible for the organization and implementation of the relevant units and units with the assessment of the relevant information in a timely manner will be reported to the assessment leading group.
Five, the assessment results use
The annual assessment results will be used as an important basis for assessing and evaluating the performance of township health centers, community health service centers leadership team and cadres use, through the comprehensive assessment evaluation, to cash in on rewards and penalties, the results of the assessment are used as follows:
1.Comprehensive awards. Comprehensive assessment of the total score of the top six township health centers, community health centers for the first prize for the assessment of work objectives, the total score of the seventh to twelve township health centers, community health centers for the second prize for the assessment of work objectives, the total score of the thirteenth to nineteenth township health centers, community health centers for the assessment of work objectives of the third prize to obtain a first, second and third prize units were given the corresponding material and Spiritual rewards.
2. Progress Award. The results of the assessment of the township health centers, community health centers, more than three places ahead of the previous year, for the work of the target assessment of the progress award, to give the corresponding material and spiritual rewards.
3. Assessment of the total score of the next three township health centers, community health service centers, the main person in charge shall not be assessed as advanced workers, to participate in the annual assessment shall not be assessed as "excellent" grade.
4. Annual township health centers, community health centers in the following circumstances, the implementation of a veto, the abolition of the qualification for recognition of the main person in charge of the unit to give the appropriate organizational treatment:
(1) the work of the county and above the notification of criticism.
(2) the occurrence of two or more medical accidents or the occurrence of a medical accident.
(3) In major public **** health incidents due to work errors, inaction, resulting in the outbreak of infectious diseases epidemic or other serious consequences.
(4) the occurrence of two or more security incidents or the occurrence of major or major security incidents.
Second-level general hospital performance appraisal program two
In order to further deepen the reform of the internal operation mechanism of the hospital, the establishment of objective and fair assessment, evaluation and use of cadres mechanism, to strengthen the management of the middle cadres, supervision, incentives and constraints, combined with the actual development of the hospital's assessment of the implementation of the program:
First, the basic principles
2, qualitative assessment and quantitative assessment principle.
3, work performance-based principle.
Two, the assessment object
The clinical department director (full, deputy), nurse (full, deputy), medical technology, pharmacy department director, line, finance, after the function of the department director (full, deputy).
The assessment indicators
The assessment indicators are listed on the attached page.
Fourth, the organization and method of assessment
1. Middle-level cadres assessment by the hospital performance appraisal leading group is specifically responsible for the director of the clinical departments (full, deputy), the head of nurses (full, deputy), and medical technology, pharmacy director by the Medical Department, Quality Control, Nursing, Personnel Division, respectively, the implementation; the line, the financial and post-functional department director (full, deputy). Directors (full and deputy posts) are assessed by the Hospital's Performance Appraisal Steering Group and the supervisors in charge. It is conducted quarterly and is usually completed in the first month of the next quarter.
2. By the assessment team according to the assessment form for the assessment, the results of the assessment by the team reported to the hospital performance appraisal office, and finally by the appraisal of the leadership review.
V. Application of assessment results:
The assessment is divided into four grades: excellent, competent, basically competent and incompetent.
Excellent score: 88 points or more (including 88 points)
Competent score: 80-87 points
Basic competent score: 70-79 points
Incompetent score: 69 points or less
The results of the appraisal are linked to the cadres' personal honor, to the job allowance, to the cadres' selection and use, and to the section end of the year. The results of the appraisal are linked to the personal honor of the cadres.
Sixth, feedback
The hospital office in an appropriate way to timely feedback the results of the assessment of the appraisal of the person, so that deficiencies in the timely rectification of the problem. The results of the assessment for the "basic competent" and the following, by the supervisory leader of their admonition, two consecutive results of the assessment for the "incompetent" to give the removal, can not participate in the next round of the same level and above the appointment of the position.
If the appraisee has any objection to the appraisal result, he can apply for a written reconsideration to the hospital appraisal arbitration committee within ten days from the date of receipt of the notice.
Second-level general hospital performance appraisal program three
In order to motivate the majority of medical staff work enthusiasm, follow the patient-centered, hospital interests as the goal of the purpose, reflecting the distribution of fairness, the principle of more work, more pay, excellent performance and excellent pay, and to promote the relationship between doctors and patients and - harmonic development.
I, the appraisal organization and division of responsibilities
(a) assessment group:
Leader: xx
Deputy Leader: xx
Member: xx
The leading group of the performance appraisal office, the appraisal of the Office of the comrades responsible for xx. Responsible for the daily work of the whole hospital performance appraisal management, do a good job of leading the organization and comprehensive coordination work.
(B) performance appraisal object and daily arrangements
1, medical, medical technology:
Appraisal personnel: xx
Appraisal time: x day of the following month-xx days to complete the appraisal cycle for the previous month x day-xx days
Appraisal rules:
1, clinical department performance appraisal indicators and appraisal methods
2、Medical department performance appraisal indicators and assessment methods
3、Surgical department performance appraisal indicators and assessment methods
4、Supply room performance appraisal indicators and assessment methods
5、Medical examination department performance appraisal indicators and assessment methods
6、Outpatient doctor performance appraisal standards and assessment methods
7、Clinical department doctor performance appraisal Standards and assessment methods
8, medical technician performance appraisal standards and assessment methods
9, emergency physician performance appraisal standards and assessment methods
2, nursing:
Appraisal staff: xx
Appraisal time: x-xx days of the following month to complete the appraisal cycle for the previous month x-xx days
Appraisal rules < /p>
10, quantitative appraisal standards for nursing positions
11, quantitative standards for performance appraisal of ward head nurses
12, quantitative standards for performance appraisal of outpatient clinic head nurses
13, quantitative standards for performance appraisal of supply room head nurses
14, quantitative standards for performance appraisal of operating room head nurses
15, ward nurses Quantitative standards for performance appraisal of ward nurses
16. Quantitative standards for performance appraisal of supply room nurses
17. Quantitative standards for performance appraisal of nurse guides
3) Pharmacy:
Appraisal: xx
Appraisal time: completed within the xth day of the following month-xx days, and the appraisal cycle is the xth day of the previous month-xx days
Appraisal details: <
18, Pharmacy Performance Appraisal Methods
4, Administration:
Appraisers: xx
Appraisal time: completed within the next month x-xx days, the appraisal cycle for the previous month x-xx days
Appraisal rules:
19, Party Office performance appraisal methods
20, Discipline Inspection Committee performance appraisal methods <
21, the performance appraisal of the Committee
22, the performance appraisal of labor unions
23, the performance appraisal of the Personnel Section
24, the performance appraisal of the Medical Section
25, the performance appraisal of the Department of Nursing
26, the performance appraisal of the Office of Sensory Control
27, the performance appraisal of the Finance Section
28, Audit Section performance appraisal methods
29, Section performance appraisal methods
30, Security Section performance appraisal methods
31, General Affairs Section performance appraisal methods
32, case room performance appraisal methods
33, Equipment Section performance appraisal methods
34, Information Section Performance assessment methods
35, the Office of Medical Insurance performance assessment methods
36, outpatient clinic performance assessment methods
(C) Responsibilities:
Administration: by the division dean, the Office of the Office of the departmental sections and other departments to assess the Office of the organization.
Medical quality: mainly by the business dean in conjunction with the Medical Department, the Department of Nursing organization assessment; financial indicators: by the financial dean in conjunction with the Finance Section assessment, organized by the Finance Section.
Departmental management: mainly by the business dean, medical department, nursing department, performance office assessment, organized by the medical department.
Patient satisfaction: mainly by the Medical Department, Nursing Department, Performance Office assessment, organized by the hospital office.
Continuing education: mainly by the hospital office, the medical department, the science and education department, the nursing department and other departments and sections of the assessment, organized by the science and education department.
Two, the assessment is based on
The relevant national government regulations; hospital management system; the job duties and workflow of the departments; the responsibility of the departments of the target and economic indicators.
Third, the performance indicators assessment and rewards
The hospital 20xx annual comprehensive target management implementation program as the standard, according to the savings and losses to reward and punishment.
Second-level general hospital performance appraisal program IVOne of the main elements of the reform of the operating mechanism of state-owned hospitals is the reform of the distribution system. With the performance appraisal regardless of the deepening of the development of the performance appraisal of institutions has been in front of us, and the main content of the assessment is work performance. How to design a set of performance appraisal program in the hospital complex human resources classification state in line with the laws of the market economy, but also reflect the characteristics of the social cause attributes of public hospitals is very important.
Performance appraisal of the total allocation of 100 points. When the performance appraisal results in 100 points, performance pay = financial indicators * personal coefficients; when the performance appraisal results are greater than or less than 100 points, it will affect the allocation of performance pay, then the performance pay = personal coefficients of financial indicators + quality assessment results.
(a) administrative implementation: points: 100 points
1, resolutely obey the instructions of superiors, obey the leadership arrangements, loyal to their duties. Allotment of 25 points, otherwise deduct 25 points.
2, to comply with the hospital system, follow the management process. The score is 25 points, otherwise 25 points will be deducted.
3, abide by the administrative discipline, upload and download on time, the order is forbidden. Allocate 25 points, otherwise 25 points will be deducted.
4, timely and successful completion of the task indicators and temporary tasks. Allocation of 25 points, otherwise deduct 25 points.
5, for the implementation of advanced departments and offices or individuals, in addition to reward.
(B) medical quality: basic points: 100 points
According to the hospital's existing medical quality assessment program (subdivided into departments)!
Serious problems in medical quality will be based on the objective facts and circumstances, in addition to deducting points can be held responsible.
(C), section management: matching points: 100 points
(1) work plan: monthly and weekly plans, task breakdowns, reviews and summaries. If there is no written record of each deduction of 10 points.
(2) registration system: clear and traceable, well preserved. Otherwise, 10 points will be deducted each time.
(3) meeting activities: comply with the morning meeting, weekly meeting and other various meeting systems, and have records available. Otherwise, 20 points will be deducted each time.
(4) safety management: section and building fire and other emergency equipment and facilities are intact, and can be skillfully operated. Otherwise, 10 points will be deducted each time.
(5) solidarity and cooperation: the department inside and outside the relationship is harmonious, good collaboration, strong sense of teamwork. Otherwise, 20 points will be deducted.
(6) health order: neat and clean, standardized and orderly. Otherwise, 10 points will be deducted
(7) labor discipline: abide by the office hours, abide by the leave system, abide by the workflow, and complete all work tasks on time. Otherwise, according to the relevant system to deal with, and each additional deduction of 20 points.
(D), customer relations: the basic score: 100 points
Customer relations refers to the quality of the whole process of medical clinical and medical technology departments to the patient service, the second refers to the administrative and logistical management departments of the medical front-line department of support and services throughout the process of the quality of the quality of the hospital also includes the hospital department departments and departments, as well as hospitals and outside the degree of rapport of the relationship between the state and the state.
(1) Instrumentation: Instrumentation is dignified, neat and tidy dress, work must wear work clothes and wear a license plate. Otherwise, 10 points will be deducted each time.
(2) service attitude: speak kindly, behave civilized, treat people warmly and generously, try to think for the customers, try to make customers satisfied. Otherwise, 10 points will be deducted.
(3) service skills: good professional skills, can successfully solve the customer's needs. Otherwise, 10 points will be deducted.
(4) timely service: to the superiors, the customer's needs that can be solved at that time must be solved at that time, and those that can not be solved at that time must be explained clearly and in a timely manner. For the time limit (agreed), must be completed within the time limit (agreed). For superiors, customers do not have a clear concept of time, can be completed within three working days; more complex things can be delayed until the completion of seven working days, especially complex must be completed in 15 working days. In the process of completion, there are special reasons can not be completed on time, to explain to the superiors, customers. Otherwise, each deduction of 30 points, the situation is serious in addition to the responsibility.
(5) for the patient's letter of thanks, banners or other forms of recognition, in accordance with the provisions of another award.
(6) Customer satisfaction survey pass rate must be more than 85%. Less than 85% of each decline in percentage points in accordance with the performance of percentage points deducted accordingly. If the acceptance of the patient red packet gift or by the patient, outside, internal complaints or even doctor-patient disputes, will be based on the objective facts and circumstances, in addition to deducting points will also be held responsible for other responsibilities.