目的 随着国家经济体制的优化，医疗环境、机制的变革，目前事业单位工资中的 激励部分在医院的的工资分配中起不到应有的作用，一定程度对员工没有激励作 用。医院绩效考核作为衡量一所医院综合效益的主要手段,越来越受到医院管理者 的重视。对于涉及经济学、社会学等各个方面的医院综合绩效考核方法的研究也屡 见不鲜。在绩效考核的基础上，确定一种合理的绩效工资方案，激发员工的积极 性，在保证社会效益提高的基础上，使医院的经济效益也有提高，是医院管理者推 动医院发展过程中一个重要的课题。本文在参考国内外相关研究的基础上通过运用 平衡计分卡构建医院绩效考核体系，建立起与医院现状相匹配的的绩效工资方案， 期望能为医院管理者决策提供依据。 方法 文主要采用文献调查法和专家访谈法。（1）通过阅读大量的国内外相关文 献资料，研究现有的医院科室绩效工资方案。（2）邀请唐山市某综合性三甲医院 院级领导和相关部门领导，对指标项目进行评价、筛选和权重赋值，经过多次协调 会议，最终确定该医院的绩效考核指标体系。 结果 唐山市某医院绩效工资方案的确立。将医院在现有奖金分配方案作为绩效工 资的基数，通过医院科室绩效考核方案测算绩效工资系数，建立起基于绩效考核的 医院绩效工资分配方案。唐山市某医院科室绩效考核指标体系，包括一级指标 4 个，即财务维度、患者服务维度、内部流程维度、学习成长维度方面；二级指标 9 个；三级指标 20 个。 结论 基于绩效考核的医院绩效工资分配方案是科学有效的，具备可行性，在一定 程度上，可以缓解医疗费用居高、医患矛盾的问题，引导医务人员形成高效、规范 的医疗服务激励约束机制，于医院中长期发展目标的实现。 图 0 幅；表 10 个；参 44 篇。 关键词：医院；绩效工资；绩效管理 分类号：R192-II- Abstract Objectives With the optimization of China’s economic structure, the changes of medical environment and mechanism, the current incentive part of the institution's salary does not play its proper role in the salary distribution in hospitals and to some extent fails to encourage staff. Hospital performance appraisal, as a primary means to measure the overall efficiency of a hospital, has gained more and more attention of hospital administrators. Studies on hospital's comprehensive performance assessment methods involving economics, sociology and other aspects are also common. To develop a reasonable performance pay program based on the performance appraisal in order to motivate staff, improve hospital’s economic benefit on the basis of ensuring social benefit is an important subject for hospital administrators to promote hospital development. This paper establishes a hospital performance appraisal system and builds a performance pay program matching hospital actuality through the use of the Balanced Scorecard on the basis of domestic and foreign relevant studies, aiming to provide a basis for hospital administrators to make decisions. Methods This paper mainly uses literature survey and expert interviews. （1）By reading a large number of domestic and foreign literature, to study the existing hospital departments performance pay programs. （2）To invite some high level leaders in a Grade A tertiary general hospital in Tangshan city and leaders in relevant authorities to evaluate, filter the indicators and assign weight to them, after several coordination meetings, finally determine the performance evaluation index system for the hospital. Results the performance pay program for the hospital in Tangshan city is established. The performance pay allocation program based on performance appraisal takes the existing bonus allocation as the base of performance pay, uses hospital department performance appraisal program to estimate the coefficient of performance pay. The department performance appraisal index system for the hospital in Tangshan city includes 4 first class indicators (comprising financial dimension, serving patient dimension, internal process dimension and learning and growth dimension), 9 second class indicators and 20 third class indicators Conclusions the hospital performance pay allocation program based on performance appraisal is scientific effective and feasible, and to some extent, can alleviate the high medical costs, doctor-patient conflicts, guide medical staff, form a highly efficient, standardized incentive and restraint mechanisms of medical service, and help hospital achieve medium and long-term development goal. Figure0; Table10; Reference 44 Keywords: hospital, performance salary, performance appraisal Chinese books catalog ：R192-III- 目 次 引 言..............................................................................................................................1 第 1 章 论文........................................................................................................................2 1.1 绪论........................................................................................................................2 1.1.1 研究背景.....................................................................................................2 1.1.2 研究意义.....................................................................................................4 1.2 研究方法................................................................................................................ 4 1.2.1 思路.............................................................................................................. 4 1.2.2 方法.............................................................................................................5 1.3 医院现有绩效工资分配方案及存在问题..........................................................5 1.3.1 现有的分配方案.........................................................................................6 1.3.2 改革的必要性..............................................................................................6 1.4 医院现有绩效工资分配方案优化......................................................................9 1.4.1 绩效工资方案构成....................................................................................9 1.4.2 绩效工资方案近期与远期的选择.........................................................10 1.4.3 近期科室绩效工资基数...........................................................................10 1.4.4 远期科室绩效工资基数...........................................................................12 1.5 绩效考核体系......................................................................................................12 1.5.1 理论依据....................................................................................................13 1.5.2 绩效考核体系的分类..............................................................................13 1.5.3 绩效考核指标的筛选原则.....................................................................14 1.5.4 绩效指标及权重的确定..........................................................................15 1.5.5 指标系统实证分析...................................................................................18 1.6 结论......................................................................................................................24