Volume 21 Issue 10
Oct.  2023
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Article Navigation >  Chinese Journal of General Practice  > 2023  >  21(10): 1713-1718
ZHANG Fang, DAI Huimin, SHAO Jie, HU bing, MA Haiping, SHI Jianwei, HUANG Qian. Research on the method of measuring performance pay of family doctor teams based on hierarchical analysis and key performance indicator design[J]. Chinese Journal of General Practice, 2023, 21(10): 1713-1718. doi: 10.16766/j.cnki.issn.1674-4152.003208
Citation: ZHANG Fang, DAI Huimin, SHAO Jie, HU bing, MA Haiping, SHI Jianwei, HUANG Qian. Research on the method of measuring performance pay of family doctor teams based on hierarchical analysis and key performance indicator design[J]. Chinese Journal of General Practice, 2023, 21(10): 1713-1718. doi: 10.16766/j.cnki.issn.1674-4152.003208
shu

Research on the method of measuring performance pay of family doctor teams based on hierarchical analysis and key performance indicator design

doi: 10.16766/j.cnki.issn.1674-4152.003208
  • 1.

    Weifang Community Health Service Center, Pudong New Area, Shanghai 200122, China

Funds:

 PWRd2021-08

 医疗卫生，PKJ2020-Y93

  • Received Date: 2023-01-17
    Available Online: 2023-11-23
    Abstract
  •   Objective  To construct a method of measuring performance pay of family doctor teams using analytic hierarchy process and key performance indicator based on the content and characteristics of the work of the family doctor team.  Methods  Firstly, in-depth interviews were conducted to understand the work content of the current family doctor team, and standardized work items for contracted services under the family doctor team were sorted out. The relative weights of the standardized work items were calculated using the hierarchical analysis method, the salary values of the standardized work items were calculated and quantitative indicators were constructed. Secondly, centralized meetings and discussions were used to set key performance indicators for family doctor signing services based on policy documents and practice base, and quality indicators were constructed. A performance compensation calculation method for family doctor teams was constructed using combining the two. Based on actual business data, the new and old plans were comparatively calculated and verified.  Results  There were 199 standardized work items for the number of services of family doctor team positions. The average relative standardized value was 6.47±3.32, with the highest relative standardized value for a single project being "home bed visits" and the lowest being "public welfare family planning consultation". The performance and quality indicator system for family doctor contract services included 3 dimensions, 5 first level indicators, and 6 second level indicators, and corresponding assessment methods were set. Based on the existing 3 748 pieces of general medical work data as the basic data, the total performance-based compensation was calculated to be 397 958 yuan according to the standardized value of the original plan. After optimization and adjustment, the calculation result was 405 315.4 yuan (excluding family doctor contract service fees), which was an overall increase of about 1.85% compared to the original plan. Perform DF test showed P < 0.05, which meted the requirements for data smoothness and could ensure the transition of new standardized work values and calculation schemes.  Conclusion  The method of measuring performance pay of family doctor teams based on analytic hierarchy process and key performance indicators can effectively connect old performance plans and promote the implementation of contract signing services.

     

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