本文已被：浏览 531次 下载 3次
中文摘要: 目的：了解江苏省住院医师规范化培训（以下简称“住培”）师资绩效评价的实施现状及存在的问题，为探索与构建住培师资绩效评价体系提供依据。方法：选取江苏省13个设区市的26家住培基地，对住培工作的专职管理人员及临床带教老师进行问卷调查，对住培师资绩效评价总体认知、指标权重、评价过程及存在问题等进行分析。结果：84.8%的管理人员认为住培基地重视师资绩效评价，92.9%的管理人员认为现行住培师资绩效评价的实施对住培管理工作有积极作用；绩效评价指标可操作性得分为（3.30±1.02）分，苏南、苏中、苏北地区的指标可操作性差异有统计学意义；带教老师对带教报酬满意度为60.8%，不同地区的满意度差异有统计学意义；作为住培带教老师的荣誉感和成就感满意度为73.8%，不同学历带教老师的满意度差异有统计学意义。结论：江苏省住培基地普遍重视师资绩效评价，但绩效评价指标的可操作性欠缺以及相应的激励机制不完善，住培基地要进一步提高师资评价的科学性和规范性，构建合理的激励机制，完善师资队伍建设，提升住培教学质量。
Abstract:Objective：To understand the implementation status and existing problems of teacher performance evaluation of standardized training for resident physicians（hereinafter referred to as “residential training”）in Jiangsu Province，and to provide a basis for exploring and constructing a performance evaluation system for residential training teachers. Methods：A questionnaire survey was conducted on the full-time management personnel and clinical teachers of residential training in 26 residential training bases in 13 districted cities in Jiangsu Province，and the overall cognition，index weight，evaluation process and existing problems of the performance evaluation of residential training teachers were analyzed. Results：84.8% of the management personnel believe that the residential training base attaches importance to the performance evaluation of teachers，and 92.9% of the management personnel believe that the implementation of the current performance evaluation of residential training teachers has a positive effect on the management of residential training. The operability score of the performance evaluation index is（3.30±1.02），the difference in southern Jiangsu，central Jiangsu and northern Jiangsu is statistically significant. The satisfaction of the teachers with teaching remuneration is 60.8%，and the satisfaction difference in different regions is statistically significant.The satisfaction of the sense of honor and achievement as a teacher of residential training was 73.8%，and the satisfaction difference of teachers with different academic qualifications was statistically significant. Conclusion：Jiangsu Provincial Residential Training Base generally attaches importance to teacher performance evaluation，the operability of performance evaluation indicators is lacking and the corresponding incentive mechanism is not perfect，and the residential training base should further improve the scientific and standardized evaluation of teachers，build a reasonable incentive mechanism，improve the construction of the teaching staff，and improve the quality of residential training teaching.
文章编号： 中图分类号： 文献标志码：
基金项目:全国医学教育发展中心医学模拟教育研究项目（2021MNZC13）；江苏省南京市卫生科技发展项目管理类课题（GBX21341） 全国医学教育发展中心医学模拟教育研究项目（2021MNZC13）；江苏省南京市卫生科技发展项目管理类课题（GBX21341）
引用文本：
雷飞宇,唐大龙,冯湘雨,刘伟楠,朱滨海*.江苏省住院医师规范化培训师资绩效评价现状及对策研究△[J].江苏卫生事业管理,2022,33(8):1113-1117.
LEI Feiyu,TANG Dalong,FENG Xiangyu,LIU Weinan,ZHU Binhai*.Research on the Status quo and Countermeasures of the Performance Evaluation of Teachers for Standardized Residency Training in Jiangsu Province△[J].Jiangsu Health System Management,2022,33(8):1113-1117.
雷飞宇,唐大龙,冯湘雨,刘伟楠,朱滨海*.江苏省住院医师规范化培训师资绩效评价现状及对策研究△[J].江苏卫生事业管理,2022,33(8):1113-1117.
LEI Feiyu,TANG Dalong,FENG Xiangyu,LIU Weinan,ZHU Binhai*.Research on the Status quo and Countermeasures of the Performance Evaluation of Teachers for Standardized Residency Training in Jiangsu Province△[J].Jiangsu Health System Management,2022,33(8):1113-1117.
