How to do a good job in the performance evaluation of township hospitals and ensure that the service quality, service quantity and patient satisfaction of hospitals will not decline is the unremitting pursuit of hospital managers. Below, I will provide you with a hospital performance appraisal plan for 20 17 years, hoping to help you!
I. Guiding ideology
Under the guidance of Scientific Outlook on Development, the assessment and distribution mechanism of township hospitals, which is paid by post, linked with performance and rewarded for excellent work, is established, so that the distribution of performance pay is tilted to key posts and front-line posts, the enthusiasm and initiative of staff are fully mobilized, and the comprehensive and healthy development of township hospitals is promoted.
Second, the basic principles
(1) insist? Distribution according to work, giving priority to efficiency and giving consideration to fairness? The principle of.
(2) insist? Set up posts by things, set responsibilities by posts, and get paid by points? The principle of.
(3) stick to it? High technical content, high risk, heavy workload and heavy management responsibility? The principle of column inclination.
(four) adhere to the principle that the distribution of performance pay is not linked to drug income.
(five) adhere to the principles of openness, justice and fairness.
Third, organize and lead.
Each unit should set up a performance appraisal leading group, headed by the president (director) and composed of members of the hospital Committee.
Fourth, the composition of performance pay.
In our county, a certain proportion (in principle, no more than 15%) of the salary and unit income of township hospitals (community health service centers) is regarded as the total post performance salary of each unit, which is divided into three parts: basic salary, basic performance salary and incentive performance salary. 30% of the salary allocated by the government is used as the basic salary; 40% of the financial allocation is used as the basic performance salary. The reward performance salary of each unit and a certain proportion of unit income MINUS expenditure balance are composed of three parts.
Five, the basic salary and basic performance pay assessment distribution
The basic salary of staff is paid monthly according to attendance. Basic performance salary is paid monthly according to post, labor discipline, medical ethics, work quality, people's satisfaction and work quantity (70% of the approved workload). The deduction of basic performance pay is included in the total amount of incentive performance pay redistribution in the unit assessment cycle. All units should formulate basic performance pay assessment standards and report them to the Health Bureau for the record. The Health Bureau timely issues basic salary and basic performance salary according to the assessment results of each unit.
Six, reward performance pay assessment and distribution
Incentive performance pay mainly reflects the performance and contribution of completing the task, and is linked to the workload (more than 60% of the approved workload). County health bureau formulated
The performance evaluation method of township health centers (social health service centers) is as follows: the Health Bureau will evaluate each unit on a quarterly basis, and the Finance Bureau and the People's Social Security Bureau will participate in the evaluation in the second and fourth quarters, and the evaluation results will be used as the basis for fund allocation and personnel rewards and punishments. According to the assessment results, performance pay will be awarded quarterly. Each unit shall assess the employee's incentive performance on a monthly basis, and the assessment results shall be used as the basis for issuing incentive performance salary to employees after quarterly assessment.
(a) the Health Bureau of each unit of incentive performance pay assessment and distribution.
According to the Implementation Plan for Performance Appraisal of Township Health Centers (Community Health Service Centers) in Zhecheng County, combined with key work and central work, the county health bureau, finance bureau and people's social security bureau deployed personnel to form an appraisal team to conduct performance appraisal on each unit.
Performance appraisal? 80 points, 30% of the financial salary will be paid in full; If it is less than 60 points, 50% of the 30% part of the salary will be paid by the finance; 60 points? performance evaluation
(B) Employee incentive performance pay assessment and distribution
Township hospitals (community health service centers) can take the incentive performance salary approved by the Health Bureau, plus the basic performance salary deducted by the unit and a certain proportion of the unit income MINUS the expenditure balance as the total quarterly incentive performance salary of the unit, and the dean's reward fund can be extracted first, and the rest will be paid according to the post performance appraisal results of employees.
1, Dean (Director) Award Fund. All units can draw unit rewards.
The total performance salary is 2%, and the dean (director) award fund is established. It is used to give performance rewards to employees with heavy workload, great contribution and outstanding performance in key positions during the assessment period. All units should formulate measures for the use and management of the dean's (director's) incentive fund, and give full play to its incentive and innovative role.
2, plus, customs fee. The unit shall be separately charged in the non-operating expenses.
(c) Staff assessment methodology
1, position classification. According to the nature of work, each unit divides employees into five assessment categories: clinical medical treatment, nursing, medical technology (including ECG, B-ultrasound, inspection, radiation, pharmacy and other departments), public health and administrative logistics (including general logistics and fees).
2. Post-evaluation content. Specific indicators and scores such as labor discipline, medical ethics, work quality, mass satisfaction, and work quantity are determined by township hospitals (community health service centers).
3. Post coefficient
Township hospitals (community health service centers) determine the post coefficient according to the technical content, responsibility risk and workload of each post. Guiding opinions on setting post coefficient: doctor1.1; Nursing1.0; 0.95 medical technical agent; Public health1.0; General logistics 0.95. Among them, the post coefficients of 0. 10, 0.07 and 0.05 are added to the titles of deputy senior, intermediate (technician) and junior division (senior engineer) respectively; The post coefficient of personnel without practicing (practicing) qualification is reduced by 0.1; In addition to the leadership and post coefficient of 0. 1 for members of the hospital Committee, the post coefficient of middle-level cadres is 0.08 (the above personnel do not calculate the quadratic coefficient); Part-time staff plus post coefficient of 0.08 (concurrently
In principle, the post coefficient of employees is only accumulated 1 time). Each unit can make appropriate adjustments and improvements according to its actual situation.
4, employee performance salary distribution
Labor discipline, medical ethics, work quality, people's satisfaction, workload (70% of the approved workload) and other indicators are assessed with a percentage system, which is conducted on a monthly basis and linked to basic performance. The engineering quantity is calculated from 0, and the total score is accumulated. The part that is not capped and exceeds 70% of the approved workload is linked to the incentive performance salary.
(1) Employee Performance Pay Assessment and Payment
Personal basic performance salary = (labor discipline 20 points+medical ethics 20 points+work quality 20 points+mass satisfaction 10 points+70% of the approved workload 30 points) score/100 (1 if it is greater than or equal to 0.9)? Basic performance pay per person.
Personal incentive performance salary = more than 70% of the approved workload? Personal basic assessment score rate (greater than 0.9 1)? Post coefficient? Workload per minute of the whole hospital (center).
The amount of work per minute in the hospital (center) = (total hospital performance salary-dean's reward fund)/the total score of more than 70% of the staff's workload.
Total score of more than 70% employees' workload = (workload score per person? What is the score rate of each person in the basic performance appraisal? Personal post coefficient)? 30%。
(2) The assessment and distribution of performance pay awarded by unit leaders.
Incentive performance pay for leaders of all units is based on the assessment of units by the Health Bureau.
Fruit delivery. Unit assessment score? 80 points, the principal and deputy enjoy the average reward performance salary of 1.5 times and 1.2 times respectively; 60 points? Unit evaluation score
(three) in any of the following circumstances during the assessment period, after verification, the assessment score coefficient shall be determined according to the post coefficient below 50% (specifically defined by each unit in the assessment rules).
(1) Violation of relevant policies, laws and regulations, and notification of punishment by higher authorities; 2 accept red envelopes, kickbacks, etc. After investigation and verification;
(3) Referral of patients through abnormal channels without permission or engaging in various medical business activities outside the hospital without authorization;
(4) medical disputes caused by service attitude and work mistakes, which cause damage to the unit;
(five) in case of major events, it is not reported step by step in time, resulting in adverse consequences; 6. Collecting cash privately is not recorded in time;
(seven) failing to collect, reduce or underpay all kinds of auxiliary inspection fees in accordance with the regulations, and seeking personal gain, which is verified by investigation;
Being punished by various internal party and administrative warnings;
Pet-name ruby don't obey the work arrangement of hospital leaders'.
During the assessment period, a one-vote veto system was implemented for medical accidents, family planning, comprehensive management of social security, unreasonable medical treatment, bed derailment, and fetal sex identification.
The reward performance salary is zero, and the current year's evaluation is cancelled.
(4) Awards
(1) Due to active work and serious attitude, the task was completed with good quality and quantity on time; Or actively participate in the disposal of public health emergencies, and achieve remarkable results. , and praised by superiors, depending on the level, will add points.
(2) Papers or works published in journals, news articles, etc. Those who are adopted by superiors will get extra points depending on their level.
(3) Encourage the education of academic qualifications and qualifications, and give a certain score reward in the month of obtaining the advanced certificate.
(4) other bonus items formulated by each unit.
5. Application of evaluation time and results
The performance appraisal of township hospitals (community health service centers) is conducted once every quarter, and it is organized in April, July,1early October 10 and late February 12 every year.
The performance appraisal of employees of each unit shall be conducted once a month within 5 days after the end of each month. The results of performance appraisal are the main basis for the distribution of reward performance salary during the employee appraisal period. If the performance appraisal is not conducted, the reward performance salary will not be paid.
The results of employee performance appraisal serve as an important basis for promotion, reward and assessment, promotion and appointment, employment, renewal and dismissal. If the performance appraisal twice in the year fails to reach 60 points, the individual's annual appraisal is deemed as unqualified; A performance appraisal of less than 60 points, as basically qualified.
Seven. Relevant regulations
(a) due to illness can not adhere to the normal work, and identified by the municipal medical institutions, performance pay during sick leave shall be implemented with reference to the relevant provisions of the state.
(2) If I urgently need to take the initiative to apply for full-time study without work and get the consent of the unit, I will not enjoy personal incentive performance pay during my study; Units need to send personnel to study and enjoy the average incentive performance salary of the same position.
(three) statutory maternity leave, marriage leave, disability, etc., according to the national wage standards.
(4) Those who have been punished by disciplinary warning or violated state laws and have been investigated for criminal responsibility shall be subject to relevant state regulations.
(5) Other policies that comply with relevant policies.
Eight. job requirement
(1) Raise awareness and strengthen leadership. Doing a good job in performance pay assessment and distribution is related to the vital interests of employees, is an important basis for improving the income distribution system of township hospitals (community health service centers) and deepening the comprehensive reform of the grassroots medical and health system, and is of great significance for mobilizing the enthusiasm of medical staff. In order to strengthen the organization and leadership of the performance appraisal of township hospitals (community health service centers), the county health bureau set up a leading group for performance appraisal of township hospitals (community health service centers), set up an office, and implemented the specific organization, implementation, guidance and supervision of the specific managers responsible for performance appraisal; Township hospitals (community health service centers) should set up an evaluation team and a supervision team to be responsible for the organization, implementation and supervision of the evaluation work; The staff and workers' representatives in the assessment group and supervision group shall not be less than 2.
(two) a clear task, earnestly implement. Each unit shall, according to the guidance, carefully decompose the objectives and tasks of the unit, verify the workload of each post, quantify the index score, formulate the assessment rules, study by the collective leadership of the unit, and report to the municipal health department for approval before promulgation and implementation.
(3) Strict discipline, fairness and justice. All units should seriously assess performance and assign work discipline, be irresponsible for their work, and fail to assess according to the prescribed procedures and standards, thus causing distortion and inaccuracy in performance assessment, and be held accountable. The assessment results should be publicized in time and consciously accepted by employees. We should do a good job in the ideological work of employees, guide employees to treat performance appraisal correctly, and reflect their demands through normal channels. After the implementation of performance pay, all units shall not grant subsidies without authorization.
All units should constantly improve the assessment content, innovate the assessment mechanism, standardize the assessment procedures, improve the scientificity and rationality of performance assessment, give full play to the incentive role of performance assessment, further mobilize the enthusiasm and initiative of staff, and promote the sound and rapid development of health undertakings.
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