近年来，医疗机构陆续建立以公益性为导向的绩效分配制度，充分利用以资源为基础的相对价值比率(resource-based relative value scale，RBRVS)等方法和经验，将技术水平、疑难系数、工作质量、患者满意度等作为绩效分配重点考核指标，使医务人员收入真正体现劳动价值和技术价值，实现优绩优酬。口腔专科医院具有"大门诊小病房"特色，口腔患者更需要一个团队为其提供优质、有效的个体化综合性治疗方案。文章以口腔正畸学科为例，重点分析某口腔医院在实行绩效二次分配过程中遇到的痛点及难点，旨在多维度探讨主诊医师负责制在口腔专科医院的应用，加快推进绩效核算在二次分配层面的落实，提升工作积极性，实现医务人员及患者的"双满意"。
Exploration and Practice of Performance Accounting and Allocation System Based on Orthodontic Discipline Characteristics
In recent years,medical institutions have been gradually establishing performance-based allocation systems with a focus on public welfare.These systems make full use of resource-based relative value scale(RBRVS)and other methods and experiences to prioritize assessment indicators such as technical proficiency,difficulty level,work quality,and patient satisfaction.We aims to ensure the medical staff'income truly reflects their labor and technical value,and to achieve performance-based rewards.Oral specialty hospitals are characterized by high outpatient volume and relatively small hospital wards,making it crucial to provide high-quality and effective individualized comprehensive treatment plans to oral patients.This article takes the example of orthodontics in oral medicine and focuses on analyzing the challenges and difficulties encountered by a specific oral hospital during the implementation of performance-based secondary allocation.The intention is to explore the application of a primary physician responsibility system in oral specialty hospitals from various perspectives,accelerate the implementation of performance assessment in the secondary allocation level,enhance work motivation,and achieve"dual satisfaction"for healthcare professionals and patients.
performance evaluationoral specialized hospitaldental orthopaedicsprimary care physician responsibility systemRBRVSsecondary allocation
万方数据
维普
