选择国家初级保健的绩效支付 (P4P) 计划的比较:一项比较研究
Sara Jamili1, Mehdi Yousefi2, Hossein Ebrahimi Pour3
1Student Research Committee, Department of Health Economics and Management Sciences, Mashhad University of Medical Sciences, Mashhad, Iran.
按绩效支付 (P4P) 模式在全球范围内有所不同,在定义绩效指标方面存在关键差异. 有效的P4P计划设计需要考虑各种因素才能成功实施.
科学领域:
- 卫生经济学 卫生经济学
- 医疗保健管理的管理
- 公共卫生政策 公共卫生政策
背景情况:
- 按绩效支付 (P4P) 根据设定的目标激励医疗保健工作者.
- 全球有许多P4P项目存在,促使对最佳模型的研究.
- 了解P4P模型变化对于有效的医疗保健系统设计至关重要.
研究的目的:
- 为了比较不同国家实施的各种绩效薪酬模式.
- 确定全球P4P计划结构中的关键差异和相似之处.
- 为改善医疗保健结果选择合适的P4P模型提供信息.
主要方法:
- 采用了一种描述性-比较性研究设计.
- 从可靠的数据库中收集了2022年选定的国家P4P计划的数据.
- 标准的P4P模型框架被用于比较分析.
主要成果:
- 该研究使用综合框架对比了初级保健部门的P4P计划.
- 虽然P4P的核心原则在各国之间是一致的,但在绩效领域和措施中发现了显著的差异.
- 该框架有效地突出了奖励/处罚结构和数据报告的差异.
结论:
- 对绩效计划设计的有效报酬是复杂的,并且取决于环境.
- 社会经济,文化和政府因素显著影响P4P的成功.
- 仔细考虑这些因素和P4P框架对于成功实施至关重要.
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