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基于因素计点法的医院调剂科药师岗位价值评价模型的建立
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| 篇名： | 基于因素计点法的医院调剂科药师岗位价值评价模型的建立 |
| TITLE： | Establishment of Evaluation Mode of Pharmacist Post Value in Dispensing Department in Hospital Based on Factor Counting Method |
| 摘要： | 目的：构建医院调剂科药师岗位价值评价模型，为优化医院调剂科药师绩效管理提供科学依据。方法：在因素计点法的基础上，结合调查问卷、Delphi专家函询法等建立我院药师岗位价值评价模型，在此基础上确定调剂科各岗位相对价值得分。结果：构建的医院药师岗位价值评价模型包括5个评价维度（知识、技能、责任、工作自主性、工作环境和强度，一级权重系数分别为0.194、0.166、0.365、0.216、0.058）和31个评价要素。上述5个维度分别包含5、8、9、3、6个评价要素，二级权重系数范围为0.052～0.431（如在权重最高的责任维度中，包括质量安全控制、决策责任、对财务和资产方面的责任，对应的二级权重系数分别为0.279、0.140、0.132）。用此模型评价我院调剂科13个药师岗位的相对价值得分为342.9～840.4分，其中部门负责人岗评分最高（840.4分），调剂岗评分最低（342.9分）。结论：基于因素计点法构建的医院药师岗位价值评价模型，可为实现调剂科不同岗位按岗取酬提供科学、可靠的理论依据。 |
| ABSTRACT： | OBJECTIVE：To establis h the evaluation model of hospital pharmacist post value of dispensing department ，and to provide scientific basis for optimizing the performance management of pharmacists in despensing department in hospital. METHODS：Based on factor counting method ，combined with questionnaire ，Delphi expert correspondence method and so on ，the hospital pharmacist post value evaluation model was established. Based on this ，the relative value scores of the pharmacists in the dispensing department was determined. RESULTS ：Hospital pharmacist post value evaluation model was established with 5 evaluation dimensions （knowledge，skills，responsibility，work autonomy ，work environment and intensity ，of which the first level weight coefficients were 0.194，0.166，0.365，0.216 and 0.058，respectively）and 31 evaluation elements. The above 5 evaluation dimensions contained 5，8，9，3，6 evaluation elements ，respectively，and the corresponding second-level weights were 0.052-0.431 （for example ，responsibility dimension with the highest weight ，including quality and safety control ，decision responsibility，responsibility for finance and assets ，the corresponding second-level weight coefficients were 0.279，0.140，0.132， respectively）. The relative value scores of 13 pharmacist post were 342.9-840.4 in the dispensing department of our hospital with this model ，among which the department responsible person had the highest score （840.4）and the prescription post score was the lowest（342.9）. CONCLUSIONS ：The hospital pharmacist post value evaluation model constructed by factor counting method can provide a scientific and reliable theoretical basis for realizing the rewards of different positions in the dispensing department. |
| 期刊： | 2020年第31卷第07期 |
| 作者： | 乔丽娟，楚尧娟，张瑞，乔高星，尹钊，史香芬，于沛，杜书章 |
| AUTHORS： | QIAO Lijuan ，CHU Yaojuan ，ZHANG Rui，QIAO Gaoxing ，YIN Zhao，SHI Xiangfen ，YU Pei，DU Shuzhang |
| 关键字： | 因素计点法；药师岗位；价值评价；绩效管理 |
| KEYWORDS： | Factor counting method ；Pharmacist post ；Value evaluation ；Performance management |
| 阅读数： | 261 次 |
| 本月下载数： | 21 次 |
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