CAJ | 학술논문

目的：总结我国公共卫生绩效考核研究现状，为公共卫生机构改革和绩效工资实施提供参考和借鉴。方法检索中国知网等数据库，纳入对公共卫生机构及社区卫生服务机构进行绩效考核的文献，萃取考核主题、应用理论、研究对象、研究方法等变量，进行合并分析。结果共纳入34项研究，主要包括疾控机构10项（29.4%），社区卫生服务机构16项（47.1%）。制定绩效考核方案的方法以专家咨询法为主（16项，61.5%）。机构整体绩效考核多（19项，73.1%），个人绩效考核少（7项，26.9%）。社区卫生服务机构多应用标准服务量理论（5项）进行绩效考核，而疾控机构主要应用“投入-产出”理论（2项）或是关键业绩指标理论（3项）以考核部分容易量化的业务工作。结论我国公共卫生绩效考核工作缺乏定量研究和客观指标，考核内容尚不全面，个人绩效考核研究亟待开展。
목적：총결아국공공위생적효고핵연구현상，위공공위생궤구개혁화적효공자실시제공삼고화차감。방법검색중국지망등수거고，납입대공공위생궤구급사구위생복무궤구진행적효고핵적문헌，췌취고핵주제、응용이론、연구대상、연구방법등변량，진행합병분석。결과공납입34항연구，주요포괄질공궤구10항（29.4%），사구위생복무궤구16항（47.1%）。제정적효고핵방안적방법이전가자순법위주（16항，61.5%）。궤구정체적효고핵다（19항，73.1%），개인적효고핵소（7항，26.9%）。사구위생복무궤구다응용표준복무량이론（5항）진행적효고핵，이질공궤구주요응용“투입-산출”이론（2항）혹시관건업적지표이론（3항）이고핵부분용역양화적업무공작。결론아국공공위생적효고핵공작결핍정량연구화객관지표，고핵내용상불전면，개인적효고핵연구극대개전。
To summarize the research condition of the performance evaluation of public health service in China,and to provide references for the reform of public health institutions and the implementation of performance pay. Methods Several databases such as Chinese National Knowledge Infrastructure were searched for literatures on studies related to perform-ance evaluation of public health institutions and services,and extracted important variables such as theme,theory,subject and method,to conduct the pool-analysis. Results 34 studies were included,main including disease control agencies 10 studies (29.4%),community health service institutions 16 studies(47.1%). Expert consultation is the major method of performance evaluation planning( 16,61.5%) with more institution evaluations( 19,73.1%) and less individual evaluations( 7, 26.9%). The standardized workload measurement was the main theory for the performance evaluation of community health service institutions,while in disease control agencies input-output theory and Key Performance Indicators were the main theories for the performance evaluation of some jobs which were easily quantified. Conclusion The performance evaluation of public health service in China is lack of quantitative studies and objective indicators. The evaluation contents are far from com-prehensive,and individual performance evaluation is urgent to be developed.