The Research Of Physician Performance Appraisal Optimization Program Of M Hospital Based On The Physician Fee System

China formally opens the medical market, full expand the market to social capital, prompting the booming of private hospitals. Today, private hospitals accounted for half of the medical institutions in the country. With the further development of health care reform, China’s health care market has witnessed growing competition. The question of how to get a seat in the fierce market competition is laid before every private hospital operators. Despite its disadvantage in size, skill level and other factors, the private hospital can only resort to its advantage in human resource management and business management, in order to gain a competitive advantage. Performance appraisal on the hospital human resource management and business management will also be key factor as well as an issue troubling private hospital management. How to make a scientific and accurate evaluation on the performance of doctors, helping to achieve the strategic goals of the hospital, so as to maximize and inspire doctors’enthusiasm and increase the overall strength of the hospital, is the important task facing private hospital managers, has become the urgent problems that cries out to be solved.Physician fee system (Physician Fee, PF),first introduced to Taiwan Mackay Memorial Hospital management by Zhang Jinwen through learning from American Physician fee system in the late 1970s. The core idea is to pay as a performance in different proportions or a certain amount of commission to physicians based on the physician’s work. This system design allows the physician income factor which is determined by the quality of physician services and price of service projects. These papers takes M Private Hospital as an example, try to employ physician clinic fee system for the doctor’s performance evaluation, explores the establishment of a scientific, objective, systematic and practical performance evaluation program.This paper firstly reviews the relevant theories on performance evaluation, describes the concepts of performance, performance evaluation, physician fee system and other methods used for performance appraisal, and describes the literature of the performance evaluation study from home and abroad.Second. This paper introduces the basic situation of doctors’ performance evaluation at M private hospital, which includes the status quo of M private hospital profile, organizational structure, personnel status and physician performance evaluation, and pointed out the problems with its Performance Evaluation based on investigation result on satisfaction of doctors’ performance evaluation. Through further analysis of private hospitals M’s performance problems, we believe that it is crucial for the private hospital M to design an optimum performance appraisal proposal line with its current situation, so as to achieve leapfrog development of the hospital, upgrading itself to be a top comprehensive hospital.In the third part, that is the core part of the article, I describe the optimization purposes and principles of design on M’s Performance Evaluation of doctors, with physician fee system being the key to optimized evaluation scheme, by employing balanced score card method,key performance indicators and other performance evaluation method as the guiding theory, proposes doctors workload based physician fee system as the core emphasizing the quality and efficiency assessment, uses comprehensive evaluation as a means,while focusing on patient satisfaction-oriented indicators, and see to it that hospitals and doctors be treated as equal partners, so as to make the medical doctors concentrate on their work without bearing the risk of hospital operations, achieving the aim of increasing doctors’ personal sense " in the new performance evaluation system. The optimized performance evaluation scheme on M hospital can be divided into two specific sections. The first part is mainly the physician fee system with primary focus on doctor’s workload, including the principle of commission, commission percentage, flexible strategy of commission, commission percentage set by the redistribution system specialist fees, physician fees and so integral redistribution. The second part is the assessment of physician quality of work, efficiency, patient satisfaction, and learning ability aspects, which is the designed for assessing the overall objective of main sections of the hospital as well its physicians. The optimized evaluation scheme integrates the overall goal of different sections and specialist distribution costs, combines comprehensive evaluation of the performance of physicians and specialist fees integral redistribution, in order to find a balance between the quantity and quality of doctors’ work.In the implementation of the optimized proposal, the paper describes the evaluation body, evaluation cycle, the implementation process, the performance communication, forms and application of performance evaluation results. Finally, this paper presents the safeguarding measures for implementing the optimized scheme, claims that the hospital should optimize its core hospital management support, create a performance-oriented culture of the hospital, improve organizational performance appraisal and management system, strengthen the training of full performance evaluation, to improve the informationization of the information collection process, establish the complaint mechanism of performance evaluation. Meanwhile, the paper also analyzes the expected results of the optimized scheme, and possible problem and solutions.By optimizing the design of doctors’ performance evaluation in private hospital M, this paper provides a performance appraisal scheme with referential value, and has opened up a new way for doctors’ performance evaluation at private hospitals.