System and method for realizing performance evaluation of doctors of operating departments of hospital

Abstract

The invention relates to a system and method for realizing performance evaluation of doctors of operating departments of a hospital. The system comprises an information acquisition sub system, a data storage sub system, a performance calculation sub system, a performance rule sub system, and an operation evaluation sub system. To be specific, the information acquisition sub system is used for collecting data from a hospital information system group; the data storage sub system is used for storing the data collected by the information acquisition sub system; the performance calculation sub system is used for simulating performance calculation of all departments, carrying out evaluation and examination on all performances in advance, and adjusting and calibrating a performance examination model; the performance rule sub system is used for forming respective performance calculation formulas of all departments based on the calibrated performance examination model; and the operation evaluation sub system is used for displaying performance evaluation results of all departments. According to the system and method, from the perspective of third-party evaluation of the hospital, the result of department ranking is more objective than that obtained by investigation by experts and development of current graded diagnosis services can be realized well, so that the method and system have the broad application prospects.

Description

technical field [0001] The present invention relates to the technical field of hospital information systems, in particular to the technical field of hospital performance management information systems, and specifically refers to a system and method for realizing performance evaluation of doctors in hospital operating departments. Background technique [0002] There are mainly the following performance evaluation mechanisms in the prior art: [0003] RBRVS is a payment system used by Medicare in the United States in 1992 to pay doctors' labor fees. It is characterized in that for each project completed by a doctor, it is based on the technical content, the direct labor time (work intensity) that the doctor needs to pay, and the technology. The three factors of risk give a relative score (point), which itself is dimensionless. RBRVS more accurately evaluates the direct labor time, technical content and risk of each surgical operation, and gives a static score. It has nothing...

AI Technical Summary

Problems solved by technology

If the cost is high, the CMI value will naturally be higher. There are two problems in using this method for hospital performance evaluation. One is that the cost level is determined by the pricing level of medical services in the area where the hospital is located, and the pricing does not necessarily accurately reflect the working hours of medical staff. and technical content, because the pricing also includes the value of capital investment and hospital operating cost compensation factors, so it is unfair to use it to evaluate the technical level and service capabilities. Second, it can only be used to evaluate medical institutions, not suitable for evaluating departments. And individuals, the behavior of diagnosis and treatment is distributed in departments or departments such as the hospital, surgery, laboratory, CT room, ultrasound room, operating room, etc. It is not appropriate to evaluate the labor intensity of the surgical department by the total charge level of various items in these departments

The CMI value of DRGs includes the total consumption level of multiple departments or departments in the hospital, which is not objective when used to evaluate the difficulty of a single operation

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