摘要
背景现有的家庭医生团队绩效考核体系缺乏足够的激励效果,阻碍了家庭医生签约服务的高质量发展,而以家庭医生团队为单位的绩效考核方案包括“一次分配”和“二次分配”两个过程,更能调动家庭医生团队成员的工作积极性。家庭医生助理和公共卫生医师两类人群在家庭医生团队中发挥着重要作用,但目前缺乏针对性的绩效考核指标体系。目的针对家庭医生团队中的家庭医生助理和公共卫生医师两类角色,构建基于签约服务费的家庭医生团队绩效“二次分配”指标体系。方法通过文献归纳分析与半结构访谈,初步拟定家庭医生团队绩效“二次分配”指标体系草案。在草案基础上设计专家咨询问卷,并在2021年10月—2022年4月实施并完成两轮专家咨询,构建了基于签约服务费的家庭医生团队绩效“二次分配”指标体系。结果两轮专家咨询问卷的回收率均为100.0%。对于家庭医生助理的二次分配体系,第一轮函询的专家权威系数为0.7422;对于公共卫生医师的二次分配体系,第一轮函询的专家权威系数为0.7420。最终构建了包括一级指标3个、二级指标10个的家庭医生助理“二次分配”指标体系和包含一级指标3个、二级指标13个的公共卫生医师“二次分配”指标体系。结论本研究最终构建了包括一级指标3个、二级指标10个的家庭医生助理“二次分配”指标体系和包含一级指标3个、二级指标13个的公共卫生医师“二次分配”指标体系,其具备一定逻辑性和科学性,体现了家庭医生团队中家庭医生助理和公共卫生医师提供签约服务的劳务价值,有利于发挥签约服务费的专项激励作用,未来需运用于实际考核中进行优化与完善。
Background The existing family doctor team performance appraisal system is lack of incentive effect,which has hindered the quality development of contracted family doctor services.However,the performance appraisal system based on family doctor teams includes two processes of"primary distribution"and"secondary distribution",which is more capable of mobilizing the work motivation of the family doctor team members.At present,there is a lack of performance evaluation indicator systems for family doctor assistants and public health physicians,although these two groups of people play an important role in the family doctor team.Objective To construct"secondary distribution"indicator system of family doctor team performance based on contracted service fee,with regard to the roles of family doctor assistants and public health physicians.Methods The draft of the"secondary distribution"indicator system of family doctor team performance was preliminarily formulated through literature analysis and semi-structured interview.On the basis of the draft,an expert consultation questionnaire was designed,and two rounds of expert consultation were implemented and completed from October 2021 to April 2022 to develop the"secondary distribution"indicator system of family doctor team performance based on contracted service fee was established.Results The recovery rates of the two rounds of expert consultation questionnaires was 100.0%.For the secondary distribution system of family doctor assistants and public health physicians,the authority coefficient for the first round of correspondence was 0.7422 and 0.7420,respectively.Finally,the"secondary distribution"indicator system of family physician assistants,including 3 first-level and 10 second-level indicators,and the"secondary distribution"indicator system of public health physicians,including 3 first-level and 13 second-level indicators,were constructed.Conclusion The final"secondary distribution"indicator system of family physician assistants with 3 primary indicators and 10 secondary indicators and"secondary distribution"indicator system of public health physicians with 3 primary indicators and 13 secondary indicators is logical and scientific to a certain extent,reflecting the labor value of family doctor assistants and public health doctors in the family doctor team in providing contracted services,which is conducive to the special incentive function of contracted service fee and needs to be optimized and improved in the actual assessment in the future.
作者
高翔
陈红
周蓉
石建伟
俞文雅
吕奕鹏
周良
王朝昕
黄雷
GAO Xiang;CHEN Hong;ZHOU Rong;SHI Jianwei;YU Wenya;LYU Yipeng;ZHOU Liang;WANG Zhaoxin;HUANG Lei(School of Public Health,Shanghai Jiao Tong University School of Medicine,Shanghai 200025,China;Wuliqiao Community Health Service Center,Huangpu District,Shanghai 200023,China)
出处
《中国全科医学》
CAS
北大核心
2024年第16期1930-1934,1949,共6页
Chinese General Practice
基金
国家重点研发计划项目(2022YFC3601500)
上海市社区卫生协会2021年社区科研重点项目(SWX21Z02)
国家自然科学基金资助项目(72004032)。
关键词
社区卫生服务
家庭医生签约服务
家庭医生团队
绩效考核
指标体系
Community health services
Contracted family doctor services
Family physician team
Performance evaluation
Indicator system
