Community Health Service Staff Performance Management. "new Health Care Reform" The Context Of Optimization

'The New Medical Reform'sets community health service as the focus of health system reform in China in the current stage, putting forward new requirements to the reform of community health service. As an important part of community health service reform, the optimizing of employee performance management of community health service worker is studied in this paper, based on the empirical data of Jiangbei District, Ningbo, with the method of literature review, interviews, questionnaires and statistical analysis. This research could be basically divided into two parts, theoretical part and empirical part.For the theoretical part, firstly, literature review is conducted in the field of employee performance, employee performance management and community health service. Combined with the analysis of the role of community health service workers, the significance of employee performance management upon community health service is emphasized. Secondly, comparative analysis is conducted among employee performance management plans during pre-'Separation of Revenue and Expenditure' era,'Separation of Revenue and Expenditure'era and the coming'the New Medical Reform'era, according the logic 'Measure - Target - Value', in the field of task setting, performance evaluation and incentive mechanism.For the empirical part, the community health service in Jiangbei District, Ningbo is set as the study object. Firstly, based on the survey of the community health service workers, performance analysis is conducted and the reason of efficiency loss is discussed, leading to the conclusion that some efficiency loss could be totally or partially avoided. Secondly, with the data from paper materials and interviews, the current plan of employee performance management is reexamined, the weak points and its consequences have been pointed out including lack of motivation among non-general-practitioner workers, lack of incentives in public health services and decline of incentive effects. Thirdly, based on the interaction of various implication factors, an optimized employee performance management framework is proposed, whose main content includes occupation settings adjusting and job function optimization, evaluation scheme of public health working task in point number, and flexible benefits plan. Fourthly, conduct a sample design according to the optimization framework. Finally, the risk control methods, further measures for performance improvement and the bottlenecks in the implementation of optimized performance management plan are discussed. The risk control measures include the strategy of gradual implementation, promotion and propaganda, satisfaction survey and reform assessment. The further measures for performance improvement include process reengineering of general practitioners'service, results-oriented performance evaluation and non-economic incentives. The bottlenecks refer to the restrictions by policy goal, staff numbers and the capacity of non-general-practitioner workers.