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Difficulties and Countermeasures in Performance Management of Primary Health Care Institutions in China

DOI: 10.4236/oalib.1105068, PP. 1-7

Subject Areas: Health Policy, Diabetes & Endocrinology

Keywords: Primary Health Care Institutions, Performance Management, Dean Professionalism

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Abstract

At present, the main dilemma faced by performance management of primary health care institutions is that the total performance salary is not high, the incentives caused by the imbalance of performance wage structure, the lack of perfect performance appraisal distribution system, and the performance management level of the dean of grassroots health institutions need to be improved. Performance management training courses for the characteristics of primary health care institutions are yet to be developed. It is recommended to actively implement the “two permits”, increase the autonomy of distribution, increase the total amount of performance pay, and increase the proportion of incentive performance pay, so as to promote the professionalization of dean of primary medical institutions and attach importance to performance management knowledge training. Based on the positioning and characteristics of primary health care institutions, from the three stages of performance management curriculum, curriculum teaching and curriculum assessment, a set of performance management courses that meet the characteristics of primary health care institutions are designed.

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Zhou, M. and Tian, L. (2019). Difficulties and Countermeasures in Performance Management of Primary Health Care Institutions in China. Open Access Library Journal, 6, e5068. doi: http://dx.doi.org/10.4236/oalib.1105068.

References

[1]  Ministry of Human Resources and Social Security, Ministry of Finance and Ministry of Health (2009) Notice on Printing and Distributing Public Health and Grassroots Medical and Health Institutions to Implement Performance Wages.
[2]  Zhang, Y., et al. (2017) Problems in the Salary System of Township Hospitals in China and Their Considerations. Health Economics Research, No. 12, 14-16.
[3]  The General Office of the State Council (2018) The General Office of the State Council on the Reform and Improvement of the Training and Use of Incentives for General Practitioners.
[4]  Yin, A., et al. (2007) Functional Positioning and Financial Input Mechanism of Primary Health Institutions. Chinese Health Economics, No. 12, 86-88.
[5]  Lin, N. (2015) Research on Performance Salary System of Grassroots Medical and Health Institutions—Based on the Perspective of Equity Theory. Journal of Health Economics, No. 3, 24-26.
[6]  National Health and Family Planning Commission (2017) Interim Measures for the Management of Leaders in Public Hospitals. 1-3.

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