Assessment Of Public Hospitals, The Party Secretary Of The Performance Evaluation Index System

Objective:The Central Committee of the Communist Party of China (CCPC) points out clearly that it is necessary to improve the scientificity and accuracy of present performance evaluation for leadership and, it is urgent to raise the scientific level for evaluation. Since 2006 Shanghai Shenkang Hospital Development Centre has attempted to establish an index system of performance evaluation for the secretaries of Party Committee from its subsidiary hospitals, in order to conduct quantification evaluation on their work for Party construction. The following five years witnesses prospective effect, although there are still some deficiencies, for example, new policies from CCPC need to be implemented in the basic Party construction without delay and, index quantification need to be clearer and, minority of indexes can't distinguish some certain aspects of work because all the hospitals have performed quite well in these aspects. This research aims at establishment of an index system for performance evaluation, which combines policies from CCPC and basic Party construction properly. Based on the principal responsibilities of secretaries of Party committee in public hospitals, the index system for performance evaluation can evaluate their performance in Shanghai Shenkang Hospital Development Centre. The evaluation focuses on "the effect on service for hospital core work, the effect on important work for Party construction, and the basic activities in Party construction"Methods:①Comparing with literatures, evaluation indexes for present secretaries of Party committee and Party construction were collected, sorted and analyzed and, index choices for the research were drawn up;②Conducting questionnaire surveys to evaluate the performance of present secretaries of Party committee in Shanghai Shenkang Hospital Development Centre and, the evaluation result is one of important basis to establish the new index system;③Delphi's method was used to score the index choices and, the result is the principal basis to establish the index system;④Delphi's method was used to determine weight coefficient for the index system;⑤General presentations for data:ratio or constituent ratio for enumeration data; mean±tandard deviation for measuring index; coefficient of variation for divergence factor.⑥chi-square to test the difference in constituent ratio; Kendall's way to analyze concordance or consistency; PCA(principal component analysis) to evaluate the internal structure and validity of the system; clustering methodology to assess distinction of the system. SPSS 13.0 for Windows was employed to conduct data processing and statistic analysis.Results:1.163 questionnaires, focusing on scientificity, rationality, quantification, pragmaticality and necessity to perfect, are relevant to performance evaluation index system for present secretaries of Party committees in Shanghai Shenkang Hospital Development Centre. The result indicates:①the respondents are relatively representative, who cover cadres in functional departments, medical staff of different technical posts, different ages, different educational background and different work type;②87% of the respondents know about the evaluation system clearly;③81% of the respondents hold positive attitude toward rationality and scientificity of the existing system;④over 92% of the respondents think it necessary to perfect the existing system.2. Delphi's method was used to perfect the existing performance evaluation system for secretaries of Party committees in Shanghai Shenkang Hospital Development Centre and, to establish a new evaluation system:①The new system includes positive ratio (93.33%-100%) and authority index (0.84) from 28 experts. The selection of experts is reasonable.②After two-round consultations, the experts conclude a new system, which consists of 3 large classes and 8 items of indexes. All the experts completely agree on its importance. IndexⅠKendall=1.00, IndexⅡKendall=0.79.③After two-round consultations, the experts completely agree on the weight coefficient of the integration (consisting of three large classes and eight items) in the evaluation system. Index I Kendall=0.96, IndexⅡKendaII=0.72.④In the new evaluation system, the previous 5 dimensionalities come to 3 and, the 22 IndexesⅡare reduced to 8.3. The new evaluation system is reassessed in three aspects of reliability, validity and discrimination:①The assessment result of the two evaluation systems indicates that they are highly relevant (relevance index exceeds 0.8 in the 3 years' assessment result). Additionally, the relevance index is stably increasing in a year-by-year trend, from 0.810 in 2006 to 0.947 in 2008, which suggests the new evaluation system is more accustomed to work progress of Party committees and, is more suitable to evaluate recent performance.②The validity evaluation result shows that the new evaluation system has relatively firm stability.15 experts completely agree on the reassessed validity (Kendall=0.949). Two repeated results of performance evaluation, conducted every other month, are highly similar (r=0.989), which shows relatively high repeatability.③In the PCA(Principal Component Analysis) of internal validity, three common factors are sorted out from eight IndexesⅡ, and the contribution rate reaches 70.01%. The variance contribution (similarity), which exists in independent variables of the common factors drawn from IndexesⅡ, varies from 0.532 to 0.919. Besides, the result of factor analysis is similar to the prospective index of three large classes.④The result of clustering analysis on discrimination of evaluation system conforms to the real evaluation results from 14 hospitals in a certain year.Conclusion:1. The core of the research is to establish a scientific, valid, feasible and concise performance evaluation index system for secretaries of Party committees in public hospitals. The principles of qualification and availability run through the whole process of establishing the new index system. The research in literatures extensively accumulates data for its establishment. The expert consultation ensures its validity.2. The research helps to establish a new index system of annual performance for secretaries of Party committees in affiliated hospitals. The new index system retains some proved scientific, reasonable and valid indexes in the previous index system for performance evaluation and, deletes some non-evaluation-significance indexes that a portion of hospital Party committees have done well enough in and, meanwhile adds some evaluation indexes that accord with the present central and municipal policies, which perfects the index system and make it keep pace with the times. The further quantification of the new evaluation index reduces subjective influence at most.3. Delphi's method sets a weight coefficient for the index system. The weight coefficient is more suitable for use in practical situations in public hospitals and easier to meet with the oriented requirements for hospital Party committees from superior departments in charge, so it is more reasonable.4. Through expert consultations, the scoring of some retained indexes remains unchanged and the scoring of new indexes is of popularity, availability and certainty.5. Through reassessments on the new index system of performance evaluation for secretaries of Party committees, the new index system has reliability, validity and discrimination. Compared with the previous one, the new system is more easily adapted to the development of public hospitals nowadays and, it is more likely to reflect the true performance of the secretaries of Party committees in public hospitals. The new system joins with the previous one properly and, after a period of commission operation, with constructive suggestions from various departments, it can be put into practical evaluation finally. However, with the Party construction strengthened and the reform in public hospitals deepened, the index system concluded in this research will sustain practice, improvement and perfection.