摘要
目的 探讨临床医师等级评价系统在心血管专科医院实施的合理性和可行性。方法 深圳市医管中心参照美国RBRVS,在深圳市孙逸仙心血管医院心脏内外科实施了临床医生技术等级评价测试。结果 心内科主治医师5人,等级评价对应1~3级2人,4级1人,5~6级2人,主任医师8人,等级对应7~8级5人,5~6级3人,住院医师和副主任医师职称完全对应等级评价结果;心血管外科等级评价对应7~8级医师基本为主任医师,评价为5~6级的包含了各职称级别的医师。结论 美国RBRVS基本适用于心脏内外科临床技术评价,以等级评价为基础的绩效薪酬改革具有一定可行性,但受到原有职称评定体系的影响,评价系统中对加、减分项目以及并发症校正因子等需要进一步调整。
Objective：To discuss the rationality and feasibility of clinical doctor＇s grade evaluation system application in cardi- ovascular hospitals. Method ： Public Hospital Administration of Shenzhen Municipality practiced test of clinical doctor＇ s technique grade in internal and external cardiological departments in Shenzhen Sun Yat-sen Cardiovascular Hospital, referring to American RBRVS. Result：2 of 5 physicians-in-charge correspond to grades I-3 evaluation, 1 physicians correspond to grade 4 and 2 to grades 5-6 ;5 of 8 chief physicians correspond to grades 7-8 and 3 to grades 5-6 ; and the titles of resident physicians and deputy chief physi- cians meet grade evaluation. In department of cardiovascular surgery, chief physicians basically correspond to grades 7-8, while grades 5-6 cover physicians of various professional titles and grades. Conclusion ：American RBRVS is basically applicable to clinical tech- nique evaluation in internal and external cardiological departments and the reform of performance salary system based on grade evalu- ation is feasible. However, items of adding and subtracting points, and complication correction factors need further adjustment because of the original professional title assessment system.
出处
《现代医院管理》
2016年第5期22-25,共4页
Modern Hospital Management
关键词
临床医生技术等级评价
绩效薪酬
RBRVS
心脏
clinical doctor＇ s technique grade evaluation
performance salary
RBRVS
heart
