摘 要
近年来，社区卫生服务在我国各大中小城市兴起，并且逐渐成为医疗体系中
的一个重要组成部分。国家对于社区卫生服务机构的发展及规范十分重视，国务
院曾连续两年召开会议，对城市社区卫生服务工作的开展提出了相关要求，要构
建成合理分工、相互配合、互为依托、双向转诊的新型城市医疗服务体系。

随着社区卫生服务机构的发展，对于其工作质量的要求也逐步提高。近年来
逐渐形成了绩效考核体系对社区卫生服务工作进行绩效管理。绩效考核评价实则
是一个公开信息的过程，其过程是透明的、公开公正的，它不仅展示社区卫生服
务工作的成果，也将其不足之处暴露在外，使公众了解并监督社区卫生服务工作，
减少他们的偏见；并能提高工作人员的积极性，使其更容易发现和解决自身问题。

现今的社区卫生服务工作较为系统和繁杂，包括了医疗服务，社区居民的健康干
预，以及健康教育等方面。社区卫生服务中心以全科医生团队的形式投入工作，
全科医生团队的人员组成跨度较大，包括各个科室的人员，其服务内容也相对较
为广泛，通过单纯的门诊量、收入支出等现有的评价考核指标很难对其进行全面
的考核。

本研究旨在为社区全科医生团队构建团队绩效考核体系，我国尚未建立统一
规范的社区卫生服务全科医生团队的团队绩效考核指标体系。本次研究在大量阅
读分析国内外文献资料对绩效评价理论体系进行研究的基础上，结合我国社区卫
生服务中心的实际情况，收集筛选指标，通过专家论证，将所选出指标运用德尔
菲法轮回，最终构建出一套综合的适用于社区全科医生团队的团队绩效考核指标
体系。该指标体系基于前人研究的结果上进行完善和改进，并将该团队绩效考核
指标体系运用于卢沟桥社区卫生服务中心，进行实证检验。综上可以得出本文所
提出的团队绩效考核指标体系具有较强的准确性和可实施性，符合客观实际。为
社区卫生服务中心的团队绩效考核的改革及发展提供一些参考。

关键词：社区卫生服务 ,团队绩效,绩效考核体系
Abstract
In recent years, Community Health Services rose in Our cities and towns, and
Gradually become An important part of the Health care system. Country attaches
great importance to development and specification of Community health service
institutions, The State Council has held a meeting for two consecutive years to
Propose related requirements for Community Health Services Carry out the work to
Build new urban medical service system of rational division of labor, mutual
cooperation, rely on each other, and Two-way referral.
With the development of Community health service institutions, For the quality
of their work requirements are also gradually increase. In recent years, gradually
formed a performance appraisal system for community health service performance
management. Performance evaluation but in reality is a process of public information,
The process is transparent、open and fair, It not only shows the result of the work of
community health services, Also exposed its shortcomings, Make the public
understand and supervise community health services, reduce their prejudices; And to
improve staff motivation, making it easier to identify and solve their own problems.
But today's community health services more systematic and complexity, Including
medical services, Community health interventions, as well as other aspects of health
education. Community health service centers work in the form of health management
team, health management team composed of personnel larger span, Including the
various sections of the staff, Its services also relatively widespread, through a simple
outpatient, income and expenditure and other existing assessment and evaluation
indicators are difficult to make a comprehensive assessment.
This study aimed to build the team performance assessment system for
Community Health Management Team, China has not yet established a standardized
team performance evaluation index system for community health service health
management team. The study
based on read a lot of literature data on the theoretical system performance
evaluation，combine with The actual situation of Community Health Service Center,
collection screening index, demonstrated by experts, reincarnation the selected
indicators with Delphi method, Eventually build a comprehensive set of team
performance evaluation index system For Community Health Management Team. The
indicator system carried out to refine and improve is based on the results of previous
studies . and the team performance evaluation index system used in the Marco Polo
Bridge Community Health Center to empirical test. In conclusion can be drawn that
the proposed team performance evaluation index system has strong accuracy and can
be implemented, in line with the objective reality. To provide some reference for
community health service center team performance appraisal reform and
development.
Keywords: Community Health Services, team performance, Performance appraisal
system