| In 2017,news media released the information of the signing rate of general practitioners service.The online media questioned the sudden increase in the signing rate.Thus it exposed various problems,such as ’contract fraud,no access to services,low quality’.The performance evaluation of general practitioners contract service has attracted great attention of the public.And at the same time attracted the focus of national health committees.Therefore,the performance evaluation of general practitioners contract service is not only the need of the public to understand the implementation of general practitioners contract service,but also the top-level design need of the country.With the development of the new public management concept,the public sector has introduced a large number of enterprise management theories and tools which means to improve management efficiency and quality.Among them,the application of balanced scorecard in the field of enterprise performance evaluation has been widely praised and respected.And its application in government departments or other public organizations has also been affirmed.It has the characteristics of comprehensive implementation of strategic objectives,improvement of internal processes,implementation of responsibility mechanism,satisfaction of public participation,strong maneuverability and so on.Therefore,this paper attempts to take the community health service center as the institutional unit and use the balanced scorecard as the strategic management tool in Fengxian District of Shanghai to construct the structure which can be consistent with the strategic objectives.The performance evaluation index system of the contract service of general practitioners,through the results of performance evaluation scores of 2017 and 2018,put forward theoretical ideas and practical suggestions for the community health service center in terms of contract service management,and also provides a channel for the public to understand the actual progress of the work.In the first chapter,this paper briefly introduces the background and significance of the performance evaluation of the general practitioner’s contracted service,then sorts out the research development and results of the foreign and domestic general practitioners service performance evaluation system,and makes a brief review;The second chapter mainly introduces the concept of the performance evaluation and balance scorecard and the theoretical analysis of the key points.The third chapter focuses on the development and current situation of the performance evaluation of general practitioners in Fengxian District,and compares the existing evaluation system of Shanghai community health service comprehensive evaluation,and puts forward five deficiencies in five aspects:insufficient management attention,lack of management system and evaluation.The index system is not yet single,the evaluation means are defective and the performance evaluation results are lack of feedback mechanism.Therefore,the fourth chapter aims at the performance evaluation of Fengxian general practitioners signing service performance,using the balanced scorecard theory,taking Fengxian District Community Health Service Center as an example,constructs the performance evaluation index system with residents,finance,internal process,learning and growth as four dimensions,and modifies the original theoretical framework.Then,with the help of the professional background and experience of the experts related to the district finance,the district health care committee,the district people’s insurance and the community health service center,the main indicators of the performance evaluation system are determined by using the expert opinion method(Delphi method).The weight of each index is determined,and the quantitative method of qualitative and quantitative indexes is determined at the same time.Finally,through the four dimensions of the index score,compared with the scoring standard to calculate the performance evaluation results.Through the comparative analysis of the old and new index system,it is found that the evaluation system constructed by the balanced scorecard has some advantages in the construction of the index framework,the evaluation means and the feedback of the evaluation results,and the index system has been further improved.The fifth chapter carries on the empirical analysis to the general practitioners contract service performance evaluation index system,tests the feasibility and the limitation of the evaluation index.By collecting questionnaires from relevant interest groups and documents from relevant departments,Financial statements,business data and other raw data,according to each index evaluation score,summed up the comprehensive evaluation score.The study found that the overall satisfaction of the residents of the contracted service project decreased slightly,the overall evaluation of job satisfaction of general practitioners decreased,the existing management mode of information funds limited the information construction to a certain extent,the way to improve the treatment of personnel by professional title evaluation has limitations,and the propaganda cost leads to the reduction of propaganda effect.At the same time,the causes of the problems are analyzed in detail.The sixth chapter puts forward to increase the investment of propaganda and special funds,change the mode of information fund management,promote the construction of information platform,and strengthen the home.The team of doctors should be built,the proportion of employment places should be increased,the performance mechanism such as quantitative performance salary should be explored,and the conclusions such as strengthening online training and technical training should be strengthened.Finally,the limitations found in the process of using balanced scorecard theory and the contents that need to be improved are summarized. |
