随着医疗事业改革发展步伐的持续深入,分级诊疗和内部分配制度改革成为我国当前医改的重要内容,医院提升核心竞争力的一项重要内容就是不断优化薪酬事业改革,功能科室在进行科室内部绩效分配时,多数平均发放奖金,参考指标主要是年资或职称的传统内部分配方案,不利于调动职工的工作积极性。随着医疗改革事业的推进,科室内部分配制度的改革也在不断深入,逐步向多劳多得、奖勤罚懒、奖优罚劣的科室二次分配原则转变。新形势下,推进医院绩效管理事业的发展,找出一条适应新形势下的医院内部绩效分配模式,是摆在我们面前的一个共同课题,仍需不断探索与实践。 With the continuous deepening of reform and development of medical undertakings, the reform of grading clinics and internal distribution systems has become an important part of current medical reform in our country. An important part of enhancing core competitiveness of hospitals is to continuously optimize the reform of remuneration undertakings, Distribution, the majority of the average bonus payment, the main reference index is the seniority or title of the traditional internal allocation program, is not conducive to arousing the enthusiasm of workers. With the advancement of medical reform, the reform of the internal allocation system in departments and departments is also being deepened, and the principle of secondary distribution of departments that reward more hard work, reward hard work, reward excellence and punish bad ones is gradually changed. Under the new situation, to promote the development of hospital performance management and to find out a pattern of performance allocation within the hospital in the new situation is a common issue before us, and we still need to continuously explore and practice it.