Research On Public Hospital H's Performance Appraisal System Improvement Under The Background Of A New Round Of Medical Reform

With the in-depth implementation of China's new medical reform,public hospitals are greatly influenced by the implementation of hierarchical diagnosis and treatment,two-way referral system and social capital running hospitals.Additionally,it is imperative that the hospital staffing quotas should be gradually eliminated.In this case,the stable status of public hospital staff begins to be shaken.Personnel from public hospital tend to flow into primary hospitals or private hospitals partly because that entering into public hospitals is not meant to have a permanent tenure at hospital anymore and partly because that the salary paid by public hospitals is not competitive.The reasons mentioned above pose higher requirements to public hospitals.Take public hospital H as an example,from 2014 to 2015,the separation rate of public hospital staff has reached above 10% for the consecutive two years and even has a continuously uprising trend in 2016.Through separation interview,we found that the unsatisfactory salary level is the main reason of staff's separation.In this regard,public hospital should put forward a new operational strategy about salary system to retain outstanding personnel and inspire medical staff to improve working efficiency.This thesis takes an empirical study to analyze the current status and existent problems of performance appraisal in public hospital H through literature review and questionnaires.Under the framework of medical reform,this thesis integrates scored card and key performance indicator together to establish a performance appraisal and allocation scheme with full consideration from financial,customers,service efficiency and employee growth dimensions with 26 key performance indicators to appraise departments and personal working performance in an integrated,scientific and reasonable manner and thereby implementing performance allocation.Based on above-mentioned study,a new performance appraisal indicator system applicable to public hospital H will be formed.The newly-established performance appraisal scheme can both conform to the policies of new medical reform and the hospital's development strategy.This system might improve the financial earnings of hospital and relieve patients' financial burden;emphasize the service quality and efficiency of medical staff and pay attention to staff's growth.The preliminary deployment of newly-established performance appraisal system and salary allocation system in public hospital H indicates that the appraisal indicators used are quite explicit and put emphasis on staff's ability to learn and innovate.At the same time,the aforesaid systems have improved the managerial level of hospital and relieve patients' financial burden to reach a balance between fairness and efficiency.