Research Of Performance Evaluation And Salary Distribution In General Hospitals According To Medical Service And Management

The complexity of general hospital make the salary distribution a complex systemengineering. A scientific and reasonable distribution plan can promote the medicalstaff’s working, encourage making diagnosis and treating patient more actively,improve the quality of medical care and service level and medical efficiency, saveoperation cost, continue to develop new technology and new business.For the society, the general hospitals’ salary distribution system are related todevelopment of hospitals, and related to how much the hospitals fulfill their socialresponsibilities. With the deepening of national health care reform policy, generalhospitals are sure to be the involved field of national health care reform.In recent years, with the deepening of national health care reform policy, newdemand for health service has risen sharply, diagnosis and treatment of quantityincrease continually, promote hospitals’ fast development. Under this situation,hospital managers are facing new challenges including how to strengthen their self-improvement efforts and administration, to establish a scientific and reasonabledistribution plan, to boost medical staff’s morale, to improve management level tosatisfy the demand of new situation.Under these circumstances， a lot of delicate and quite efficiency work were donein recent years, and pointed out some new theory and method. These theory andmethod point to clear direction for salary distribution of national general hospitals.Among all the theory and method, the salary distribution basing on performancemanagement enjoys popularity in medical staff and managers.Because of the complexity of general hospital operation and low level ofinformatization, it’s difficult to implement these new theory and method ofperformance management in hospital, so the study on this problem still stays at thelevel of theory.The aim of this research is countering the implement difficulty in generalhospitals, basing on hospital information system, establish a set of complete salarydistribution system for general hospitals, and this system will be a reference model fornational general hospitals and guide to promote hospitals’ development, help to fulfillsocial responsibility more effectively. The method o f this research is by retrieving datafrom rock-bottom database tables of hospital information system database, confirm thelevel and scope of data that the hospital information system can reach, then on the baseof the confirmation, integrating theory systems of hospital performance management,establishing a salary distribution plan for all kind of department and working post ingeneral hospital.Results in this research include:1．Collected and reorganized nearly1thousand data structure tables from differenthospital information systems. After comparing, combining, and eliminating redundantitems, a set of public data of hospital information system were obtained. This set ofpublic data were the base for disseminating the performance management plan. 2．Reasonably classified departments in general hospital. First level class has2main classes: clinical departments and non-clinical departments. Then this2mainclasses were further classified into7classes: operation department, non-operationdepartment, operation related department, clinic treatment department, MedicalLaboratory department, logistic department, and offices. These7classes ofdepartments were designed different plan of salary distribution.According to different class of department, different performance evaluation andsalary distribution plan were established. The plan for operation departmenthighlighted operation characters, for non-operation department highlighted treatment,for medical laboratory department hightlighted service support. And the plansconsidered labor intensity, technology content, and risk level.4．Established second-level distributing frame in departments. keep within boundsof the frame, the department managers enriched distribution plan with detail to everystaff considering what his/her responsibilities are. The practice of eating from thesamebigpot will be eradicated in the scope of the hospital by detailed to every staff’sperformance.5．Established information system design plan that based on the preceding salarydistribution plan. This design plan will be the base for informatized hospital-leveldistribution and department-level distribution. When information can be retrievedautomatically, the salary distribution according to performance will be convenie nt,timely, transparent and open.Conclus ions of this research:1．While there are lots of suppliers of Hospital Information System(HIS) in China,and they adopted different kinds of development techniques, the management style ofnational hospitals are similar. This similarity made it possible to assemble an identicaldata structure level for salary distribution plan. All kinds of HIS has the same dataintersection at the bottom-level of data structure. 2．Classified hospital departments into clinical and non-clinical is not enough toadapt to modern hospital management demand. The departments need to be classifiedinto more detailed type on the base of character and indicate the labor intensity andvalue of the staff.3．Hospitals have developed rapidly and there are deficiencies in the salarydistribution system according to income. More aspects should be considered includetechnique complexity and risk into department-level salary distribution system, thenthe labor value can be indicated more scientifically and externally. A compositivesalary distribution plan according to performance were established, which consideredaspects like labor intensity, technique complexity, cost saving, medical qulity,efficiency, and risk.4．The implementation of salary distribution according to performance plandepend on the support of a complete hospital information system.