Research On The Performance Appraisal For Medical Staff Of Public Hospital Of Public Hospital In The Context Of Medicare Reform

As the people’s material living standard is achieving continuous improvement,people are also paying more attention to medical and health care.The report to the 19 th National Congress takes "Implementing the Healthy China Strategy" as the basic strategy for national development.In the report,it’s put forward that the reform of the medical and health system needs to be deepened,the performance assessment mechanism of medical and health institutions and medical personnel should be improved,the performance assessment of tertiary public hospitals should be improved,the reform of the salary system of public hospitals needs to be fully promoted,and the internal performance assessment and income distribution methods of public hospitals need to be formulated.In addition,in the context of the increasing competition in the medical market,with regards to public hospitals,it should actively adapt to the trend of the development of the Times,and it’s ensure the sustainable development of hospitals by fine management.In the hospital management,the performance assessment for medical staff is essential.It’s conductive to improving human resource efficiency,and also conductive to stimulating the creativity within the hospital by a scientific and reasonable performance assessment mechanism,which is a powerful lever to leverage the scientific and fine management of hospitals.In the study,by taking A Hospital as a research case,the problems and deficiencies of performance appraisal methods summarized by the medical staff of the hospital by the use of expenses and receipts were analyzed.By the introduction of RBRVS method,the medical staff performance assessment system is reshaped,a workload-based,quality control-focused performance assessment program was established,which fully embodies the distribution principle of "the more you work,the more you earn,the more efficient you work,the better you can get",solving the problems of unreasonable performance distribution of medical personnel and no refection in technical labor service value,etc.Supported by literature research and case study as well as a case of Hospital A,this thesis is aiming at status in quo and problems of performance appraisal for medical staff of Hospital A prior to the new round of Medicare Reform and constructing a RBRVS-based performance appraisal system for medical staff as required by the new round of Medicare Reform in line with the real conditions of Hospital A.Comparison and analysis on the changes of relevant data before and after the implementation of the new performance appraisal system for medical staff give a summary on the implementation effect,an analysis on stumbling stones in the middle of the implementation,and a summing-up on the optimization measures.This thesis,first and foremost,combs out theories and methods reference to performance appraisal,elaborates the concepts regarding performance appraisal for medical staff and RBRVS,analyzes the merits and construction basis of RBRVS.Secondly,this thesis brings an introduction on status in quo and problems of performance appraisal for medical staff of Hospital A,with a survey of Hospital A first and then analysis on the problems and demerits rooted in the performance appraisal for the balance of revenue and expenditure mode in Hospital A prior to the new round of Medicare Reform.Thirdly,this thesis studies the design of performance appraisal system for medical staff in Hospital A in the context of the new round of Medicare Reform.As required by the new round of Medicare Reform,this thesis designs a RBRVS-based performance appraisal system and KPI system.Finally,this thesis poses an assessment on the implementation effect of the appraisal system in question of Hospital A and makes comparative analysis on the number of outpatient clinic visits,discharged patients and operational patients,revenue of medical business,proportion of drug revenue and per capita medical business income of employees from 2017 to 2020.At the same time,this thesis also presents an analysis on the stumbling stones in the middle of implementation of RBRVS-based appraisal and puts forward solutions.In strict accordance with what is required by the medical reform policy,RBRVS-based performance appraisal plan acts inclined to the fields that is amazingly difficult and with high risks,gives prominence to the value orientation in the practice,makes rectifications in the performance distribution of the hospital so as to give better stress on the technical service value of medical staff.Meanwhile,in the middle of the implementation of the plan,it remains necessary to continuously improve the performance communication channels,establish a professional performance appraisal team,introduce the DRG system,refine the workload appraisal for medical staff,and ensure the fairness in the second performance distribution.This research is beneficial for further enriching and improving theories grounded on performance appraisal for medical staff,improving the operation efficiency of public hospitals and realizing the public welfare,and providing reference for the improvement of such a system of other hospitals.