Evaluation On The Implementation Effect Of Performance Appraisal And Performance Salary In Public Medical Institutions

In western countries, with the rise of reinventing government, public sector from 1980 into enterprise management technology, performance management has become a new trend in public sector management improvement. The government in the public health departments in the implementation of performance appraisal and salary exploration has more than 20 years of history. Pay for performance as a new approach to improve the sanitary performance, get actively advocate the government and all circles of the society, and the support of the hospital and doctor.In China, the State Council in 2006 about public institution staff income distribution system reform scheme is proposed to implement the job performance wage system. Launched in 2009 a new medical and health system reform, put forward clearly to establish the evaluation to the quality of services as the core, job responsibility and performance as the basis and incentive system, the formation of long-term mechanism to ensure the justice efficiency. Since October 1, 2009, China’s first in public health agencies and grassroots medical institutions to implement performance pay reform in 2010 gradually in the implementation of performance pay system in public medical institutions. The government through the health care industry, performance appraisal and performance salary reform, further increase investment in health protection.To establish scientific and reasonable performance evaluation system and the characteristics of its own accord with industry effective job performance wage system, emphasizing the public medical institutions public function and the social responsibility of property, a priority among priorities of the task is to deepen the new medical reform, but also promote the public medical institutions gradually realize the inevitable way for modern performance management. As a side edge of the implementation of the process of exploration, with the new medical reform unceasingly thorough, the related research of public medical institutions of performance evaluation and performance pay reform, more and more attention and emphasis. The author of this paper as the administrative department of health of the grass-roots level management personnel, based on their own work, the implementation of the carding and analysis of Shanghai Jingan District 10 public medical institution performance appraisal and salary, through individual interviews, questionnaires and other methods, to understand the public medical institutions managers and medical personnel on the performance appraisal and salary feeling and evaluation, in the discovery problem, based on the analysis of reasons, to further improve the public medical institutions of performance appraisal and performance salary reform put forward countermeasures and suggestions.In this paper, the first chapter is the introduction, introduces the main methods and contents of the research and related research background, the significance of the research topic at home and abroad, this study adopts literature review, and research innovations and limitations etc.. The second chapter is the theory of performance appraisal and performance wage. The third chapter introduces the process of the reform of wage system in our country and the development of institutions, performance evaluation and performance pay reform of public medical institutions in China progress. The fourth chapter is mainly about the implementation effect of public medical institutions in Jingan District performance appraisal and salary, to carry out the study on evaluation. The author from the research objectives, research methods, research process and other aspects, elaborates the design idea of this study, through the study of interview and questionnaire, gives objective evaluation about the public medical institutions of Jingan District current performance evaluation and performance pay system, revealing the problems and shortcomings in the process of application. In the fifth chapter, the author aimed at the problems found in the study, the improvement measures are put forward, hope to further promote the performance appraisal and salary system of public medical institutions gradually towards a scientific, standardized.