20xx年醫(yī)學專題—河南某醫(yī)院基于rbrvs和drgs分配模式簡介(專業(yè)版)
【正文】 還應(yīng)當考慮工作量和職務(wù)因素，原則上科主任績效獎金水平是普通醫(yī)生的兩倍以上。對收集后的歷史數(shù)據(jù)進行梳理、分析，找出異常數(shù)據(jù)，對明顯錯誤數(shù)據(jù)進行剔除，保證數(shù)據(jù)的準確性。在DRGs基礎(chǔ)上，可以計算出疾病嚴重程度指數(shù)CMI（Case Mix Index)，依據(jù)CMI區(qū)別不同科室的出院病種的難易程度。 確定資源成本為了確定醫(yī)生的資源成本，要對醫(yī)生服務(wù)進行分層。Discussion on RBRVS and DRGs based performance allocation mode / NIU Wei, ZHAO Chen, SHI Qiang, WANG Zhigang// Chinese Hospitals. 2015,19(12):79【Key words】 RBRVS, workload, performance allocation【Abstract】 Objectives: To establish RBRVS and DRGs based performance allocation mode. Methods: Based on the RBRVS and DRGs theory, historical data were collocated to build theory and regression method was used to assure the coefficient. Result: After implementing tests, the new performance appraisal system has been built. The new system reflects the value of labor and the degree of the risk. Conclusion: The new performance appraisal system improved the enthusiasm of the staff and controlled the cost significantly, which is in the line with the spirit of healthcare reform.Author’s address： Henan Provincial People’s Hospital, , Weiwu Road, Zhengzhou, 450000, He39。在選擇評估標準時，用相對尺度對某項服
外語相關(guān)推薦
鄂ICP備17016276號-1