Research On Performance Evaluation System Of Medical Department Of Hospital A Based On RBRVS Method

In recent years,through improving people’s quality of life,the masses of people have paid more attention to their own health,and China’s medical undertakings have also developed vigorously.In order to further improve the quality of medical services,promote the institution of a public hospital administration system,and help those country accelerate the implementation of graded diagnosis and treatment systems,the current performance evaluation model that directly links the salary of medical personnel to the economic benefits of the hospital is no longer suitable for the development of China’s medical cause.As a result,medical workers’ unfair salary distribution and imbalances have become increasingly prominent.They have also caused a series of problems such as over-medical treatment,intensified contradiction between doctors and patients,the loss of medical staff and slow development of disciplines.In order to solve the above problems,it is urgent to reform the performance evaluation system of China’s public medical undertakings.RBRVS(Resource Based Relative Value Scale)is a method of paying doctors’ labor costs based on resource consumption and using relative value as the scale.The advantage is that it is not affected by income.According to the doctor’s consumption in the process of providing medical services Resource costs to objectively determine their costs.This dissertation selects the heart diagnosis and treatment department and the anorectal diagnosis and treatment department of Hospital A as the pilot projects,and analyzes and researches the existing performance evaluation system of Hospital A based on RBRVS theory,aiming to propose a new performance evaluation system.First,determine the sample and content of grassroots interviews and questionnaire surveys.Through interviews and questionnaire surveys,the current status and defects of the current performance evaluation system of Hospital A are determined.According to the RBRBVS theory combined with the actual situation,an expert group is composed of doctors with professional knowledge and clinical experience,and each medical operation involved in the department is scored according to labor,technical input,and pressure,and the corresponding points are formed.Appraisal,according to the formed points appraisal to initially draft a new performance appraisal system;Carry out multiple rounds of expert consultation through the Delphi method,establish index points,and ensure the reliability of the index points by studying the positive coefficients,authority,and coordination of the experts;and then determine the final performance evaluation system by AHP.Through summarizing and analyzing the relevant survey data of the old and new assessment systems,combined with a comprehensive analysis of the satisfaction survey structure,it is concluded that the performance assessment system based on the RBRVS theory can break the plight of the link between physician salary and medical income,better reflect the labor value,and reduce the internal department The income gap between them will increase the satisfaction of physicians and promote the rapid and balanced development of hospitals.The results of this dissertation provides a theoretical reference for the reform of the domestic hospital management performance appraisal system,and also contributes to the local application of the RBRVS theory performance appraisal system.