JP2003108712A - System for supporting calculation of doctor's fee amount based on doctor's personnel evaluation and program for calculating doctor's fee amount - Google Patents

Abstract

PROBLEM TO BE SOLVED: To provide a doctor's fee amount calculation system for calculating a suitable doctor's fee amount on the basis of doctor's personnel evaluation. SOLUTION: The system is provided with a basic fee amount calculation means (a basic fee amount calculating table 112a and a control part 12) for calculating the basic fee amount of a certain doctor on the basis of the experience years of the doctor, a personnel evaluation measuring means (the control part 12) for measuring the personnel evaluation data of the doctor, an evaluation fee amount calculation means (an evaluation fee amount calculation table 112b and the control part 12) for calculating the evaluation fee amount of the doctor on the basis of the personnel evaluation data measured by the personnel evaluation measuring means, a profit-and-loss calculation means (the control part 12) for calculating profit and loss on the basis of sales data and expense data, a result fee amount calculation means (a result fee amount calculation table 112c and the control part 12) for calculating the result fee amount of the doctor on the basis of the profit and loss calculated by the profit-and-loss calculation means, and a total fee calculation means (the control part 12) for calculating the total fee amount of the doctor on the basis of the basic fee amount and the evaluation fee amount and the result fee amount.

Description

Detailed Description of the Invention

[0001]

BACKGROUND OF THE INVENTION 1. Field of the Invention The present invention relates to a doctor reward amount calculation support system for determining a doctor's reward amount based on a doctor personnel evaluation, and a doctor reward amount calculation program.

[0002]

2. Description of the Related Art Conventionally, most of the criteria for determining the amount of remuneration for a doctor are years of experience after obtaining a national qualification for a doctor, and the standard for the absolute amount was based on a public employee stick salary table (medicine position). . There are also cases where the power relationship between the university and the hospital has an effect, forcing us to employ the amount of remuneration determined by the personnel of the medical office of the university. Thus, in the past, the "years of experience" and "influence of university medical offices" were the criteria for determining the amount of remuneration, regardless of factors such as the person's ability to perform duties, knowledge, skills, skills, and degree of contribution.

[0003]

[Problems to be Solved by the Invention] However, the occupations of doctors are the occupations in which the results of work greatly differ due to the difference in individual abilities, and even if they have the same number of years of experience, they cannot produce the same results. However, there is a problem in that the above criteria for determining the amount of reward cannot motivate the doctor. Further, the criterion for determining the amount of compensation is not preferable from the viewpoint of "hospital management", and there is a problem that hospital management cannot be established if the result of work is far from the amount of compensation. Therefore, there has long been a need for a reward amount calculation system suitable for a special occupation such as a doctor.

The present invention has been made in view of the above circumstances, and an object thereof is to provide a doctor remuneration amount calculation system and a doctor remuneration amount calculation program for calculating an appropriate doctor remuneration amount by a doctor personnel evaluation. That is.

[0005]

In order to solve the above problems, the invention according to claim 1 is, for example, as shown in FIGS. 1 to 7, a doctor's experience in a doctor reward amount calculation support system by a doctor personnel evaluation. Basic remuneration amount calculating means (for example, basic remuneration amount calculation table 112a, control unit 12) for calculating the basic remuneration amount of the doctor based on the number of years, and personnel evaluation quantification for quantifying the personnel evaluation data of the doctor. Means (for example, control unit 12) and evaluation remuneration amount calculation means (for example, for evaluation remuneration amount calculation) for calculating the evaluation remuneration amount of the doctor based on the personnel evaluation data quantified by the personnel evaluation quantification device. Table 112b, control unit 12)
And a profit / loss calculation means (for example, the control unit 12) for calculating profit / loss based on sales data and expense data, and a result for calculating the doctor's performance reward amount based on the profit / loss calculated by the profit / loss calculation means. Remuneration amount calculation means (for example, result reward amount calculation table 112c, control unit 12), basic remuneration amount calculated by the basic remuneration amount calculation means, and evaluation remuneration amount calculated by the evaluation remuneration amount calculation means , Total reward amount calculating means (for example, the control unit 12) for calculating the total reward amount of the doctor based on the result reward amount calculated by the result reward amount calculating means.

According to the first aspect of the invention, a basic remuneration amount based on years of experience, an evaluation remuneration amount based on personnel evaluation,
Since the total amount of remuneration for the doctor is calculated based on the amount of performance-based remuneration based on profit or loss, it is possible to calculate an appropriate amount of remuneration that better matches the type of doctor. As a result, the motivation and work of the doctor can be improved and the activation of the entire hospital can be promoted, which can greatly contribute to the stable improvement of hospital management.

According to a second aspect of the present invention, in the doctor compensation amount calculation support system according to the first aspect of the personnel evaluation of the first aspect of the invention, the personnel evaluation data includes the supervisor evaluation data by the boss and another staff member other than the boss. Comprised of evaluation data and patient evaluation data by the patient, the personnel evaluation quantification means individually quantizes the boss evaluation data, the other staff evaluation data, and the patient evaluation data, and quantized individual data Is configured to be aggregated.

According to the invention described in claim 2, it is needless to say that the same effect as that of the invention described in claim 1 can be obtained. In particular, the personnel evaluation data is the boss evaluation data by the boss,
It is composed of other staff evaluation data by other staff and patient evaluation data by the patient, and the personnel evaluation quantification means includes boss evaluation data, other staff evaluation data, and patient evaluation data.
Since it is configured to individually quantify and aggregate the quantized individual data, the doctor's evaluation can be performed from various directions, and an appropriate evaluation as a doctor can be performed. Therefore, it is possible to calculate the evaluation reward amount based on an appropriate evaluation.

The invention according to claim 3 is, in the doctor remuneration amount calculation support system by the doctor personnel evaluation according to claim 1 or 2, a basic remuneration calculation table 112a in which the basic remuneration amount is set according to years of experience, and a metric. Evaluation reward calculation table 112b in which the evaluation reward amount is set for each rank according to the personalized personnel evaluation data, and result reward calculation table 112c in which the result reward amount is set according to medical treatment items and profit amount The basic remuneration amount calculating means calculates the basic remuneration amount according to the basic remuneration calculation table, and the evaluation remuneration amount calculating means calculates the evaluation remuneration amount according to the evaluation remuneration calculation table. The result reward amount calculation means is configured to calculate the result reward amount according to the result reward calculation table. .

According to the invention described in claim 3, it is needless to say that the same effect as that of the invention described in claim 1 or 2 can be obtained. The remuneration amount is calculated, the evaluation remuneration amount calculation means calculates the evaluation remuneration amount according to the evaluation remuneration calculation table, and the result remuneration amount calculation means calculates the result remuneration amount according to the result remuneration calculation table.
Calculation of doctor remuneration is done in an impartial, non-arbitrary manner.

The invention according to claim 4 is a computer,
Based on the years of experience of the doctor, the function of calculating the basic remuneration amount of the doctor, the function of quantifying the personnel evaluation data of the doctor, and the evaluation remuneration amount of the doctor based on the quantified personnel evaluation data. A function of calculating profit and loss based on sales data and expense data, a function of calculating the doctor's performance remuneration amount based on the calculated profit and loss, and a calculated basic remuneration amount, It is a doctor reward amount calculation program (for example, a reward amount calculation program 111b) for executing the function of calculating the total reward amount of the doctor based on the evaluation reward amount and the result reward amount.

According to the invention of claim 4, by executing such a program, the same effect as that of claim 1 can be obtained.

[0013]

BEST MODE FOR CARRYING OUT THE INVENTION Hereinafter, a doctor reward amount calculation system according to the present invention will be described in detail with reference to the drawings. Figure 1
FIG. 1 is a diagram showing an overall configuration of a doctor remuneration amount calculating system according to the present invention. Doctor's remuneration amount calculation system 1 shown in FIG.
Is a system that calculates the amount of remuneration based on personnel evaluation data.

Specifically, the doctor remuneration amount calculation system 1 includes, for example, a storage unit 11, a control unit 12, an input unit 13, and a display unit 1.
4, a printing unit 15, etc., and each unit is connected by a bus 16. The storage unit 11 has a recording medium 11a, and this recording medium 11a is, for example, a hard disk, a floppy (registered trademark) disk, or a CD-RO.
It is composed of a magnetic or optical recording medium such as M or a semiconductor memory. The recording medium 11a is fixedly provided in the storage unit 11 or detachably provided. The programs and various data stored in the recording medium 11a may be partially or wholly received from another server or a terminal device via a transmission medium such as a network line and recorded. .

The storage unit 11 includes a program database 111 in which programs for performing various operations of the system are stored, a reward amount calculation database 112, a financial calculation database 113, and a salary calculation database 11.
4, a sales database 115, a personnel evaluation database 116 for storing personnel evaluation data of doctors, and the like. The program database 111 is a database that stores programs for performing various operations of the system, and stores, for example, a system program 111a and a reward amount calculation program 111b. The remuneration amount calculation program 111b is a program for calculating the remuneration amount of the doctor under the control of the control unit 12.

The remuneration amount calculation database 112 stores a basic remuneration calculation table 112a, an evaluation remuneration calculation table 112b, a performance remuneration calculation table 112c, and the like. The basic remuneration calculation table 112a is, for example, as shown in FIG. 2, a table in which a basic remuneration amount (basic remuneration amount calculation data) is stored in association with the number of years of experience (the basic remuneration amount is 1,000 yen). ). The evaluation remuneration calculation table 112b is an evaluation remuneration calculation table in which the evaluation remuneration amount (evaluation remuneration amount calculation data) is set for each rank according to the quantified personnel evaluation data. Specifically, for example, as shown in FIG. 3, the evaluation remuneration amount is stored for each job rank in association with the rank (the unit of the number is 1,000 yen). Here, the rank is set to five levels of S, A, B, C, and D, for example, according to the quantified score of the personnel evaluation. The positions and ranks may be set arbitrarily. The result reward calculation table 111c is
It is a table in which a distribution rate (results calculation data) is stored in association with a profit amount for each medical care item. Specifically, for example, as shown in FIG. 4, the distribution rate is set in association with the medical care items and the range of the profit amount (the unit of the profit amount is 1,000 yen). Therefore, the result reward amount can be calculated by multiplying the profit amount by the distribution rate corresponding to the profit amount.
Here, the range of profit amount set for each medical department and the corresponding distribution rate differ depending on the characteristics of each hospital. For example, in a hospital where internal medicine is the main, since there are many patients with internal medicine-related diseases and it is easy to generate profits, the profit margin to be set is set large and the corresponding allocation ratio is set low. On the other hand, it is possible for other medical departments to increase their illness and income to some extent due to the efforts of doctors, but it is difficult to outperform internal medicine, so it is possible to deduct that amount and reduce the profit margin to set a higher allocation ratio. To do. By making such adjustments, as a result, it is possible to eliminate the unfair feeling when the amount is calculated.

The financial calculation database 113 includes drug / material cost data 113a, SG & A cost 113b, and personnel cost 11
Each data 3c is stored. The salary calculation database 114 is a database that stores salary data of employees who work at a hospital. The total value of this salary data is the personnel cost. The sales database 115 is a database that stores the amount of sales calculated based on medical fee item description data (reception data).

The personnel evaluation database 116 is a database that stores personal data 116a of doctors and personnel evaluation data 116b. The personal data 116a is data for general items relating to individual doctors, such as name, age, specialty, doctor registration year, job rank, and current remuneration. The personnel evaluation data 116b includes, for example, boss evaluation data by a boss, other staff evaluation data by another staff, and patient evaluation data by a patient. The boss evaluation data is evaluation data performed from three viewpoints of performance evaluation, performance evaluation, and emotional evaluation. For example, the personnel evaluation entry sheet 1 as shown in FIG.
16b1 is evaluation data for each item. Specifically, regarding the evaluation elements (a total of 33 items of performance evaluations 1 to 10, performance evaluations 1 to 8 and emotional evaluations 1 to 15) of the personnel evaluation table, the person, the boss, and the evaluation committee (management) evaluate. The Evaluation Committee is the final decision-making body for evaluation, consisting of the heads of each department, such as the president, the director, the secretary general, and the director of the nursing department. Then, first, the individual and the boss judge and evaluate each element based on the criteria of a predetermined personnel evaluation table. Here, if there is a gap between the evaluation of the person and the boss,
The evaluation committee decides the final evaluation in a collaborative manner with reference to the evaluation results of the person and the superior. Therefore, as the final comprehensive evaluation, the evaluation results that affect treatment are determined by the evaluation committee. The points for each element shown to the right of the evaluation elements on the personnel evaluation entry sheet 16b1 are weighted, and the weights vary depending on the position of each hospital or even within the same hospital. The other staff evaluation data is multifaceted (360 degrees) evaluation data from a doctor, a colleague, a senior, a junior, a boss, a subordinate, and another department. For example, like the 360 degree evaluation entry sheet 116b2 shown in FIG. It is evaluated in a five-level scale with no bearer. More specifically, as a quantification, the overall evaluation is very good +11 points, good +5 points, normal 0 points, slightly bad -5 points, bad -10 points, and don't know. Good points are 1 for each item (9 points for all applicable points), -1 point for bad points (-1 for all applicable points)
0 points). Combine these two to +20 to -20. The score is calculated by adding up the evaluation effective number of sheets (excluding evaluations that are unknown) and dividing by the same number to calculate the raw score. Then, these data are accumulated and stored in the personnel evaluation database 116 for each doctor. Patient evaluation data is an evaluation from a patient to a doctor.
The above 6 items will be evaluated for the explanation of the test results and the pamphlet for explanation.
In this case, in the case of two choices, 2 points if the answer is YES and -2 points if the answer is No. Question ~ is answer stage 5,
Points are 4, 2, 0, -2 for 4, 3, 2, 1.
-4 is applied. Therefore, the score range is from 20 points to -20 points. Then, these data are accumulated and stored in the personnel evaluation database 116 for each doctor.

The control unit 12 is a doctor remuneration amount calculation system 1
Manages or controls various operations of, for example, a CPU (Central Processing Unit) and a RAM (Random
Access Memory). Then, the control unit 12 causes the remuneration amount calculation program 11 stored in the program database 111 to be based on the doctor's personal data, personnel evaluation data, and the like input by the input unit 14.
By executing 1b, the doctor's reward amount calculation processing is performed.

The input unit 13 is provided with, for example, a mouse and a keyboard, and can select and specify the designation information displayed on the screen of the display unit 23 or input desired designation information. The display unit 14 is, for example, a CRT or L
The display data and the like, which is composed of a CD or the like and is output from the control unit 22, is displayed on the screen. The printing unit 15 is configured by an inkjet printer, a laser printer, or the like, and prints various data according to a print signal input from the control unit 12.

A doctor remuneration amount calculation processing flow executed in the doctor remuneration amount calculation support system 1 configured as described above will be described with reference to the flowchart shown in FIG. Here, it is assumed that the personal data, personnel evaluation data, financial calculation data, sales data and the like necessary for the doctor remuneration amount calculation process are stored in the storage unit 11 by being input in advance by the input unit 13. To do.

In the doctor remuneration amount calculation processing flow shown in FIG. 7, when the doctor remuneration amount calculation start button (not shown) displayed on the display unit 14 is pressed and this process is started, the control unit 12 causes the remuneration RAM for amount calculation program 111b
(Not shown), the basic remuneration amount calculation process (step S10), the evaluation remuneration amount calculation process (step S20), and the performance remuneration calculation process (step S30) are sequentially performed. The order of these three processes is arbitrary.

In the basic remuneration amount calculation processing in step S10, the control unit 12 controls the remuneration amount calculation program 111b.
Personal data 116 of personnel evaluation database 116
The doctor registration year data of the corresponding doctor in a is acquired (step S11), and the number of years of experience is calculated from this doctor registration year data (step S12). Then, the control unit 12
Acquires basic remuneration amount data corresponding to the relevant years of experience from the basic remuneration amount calculation table 112a (step S13), and temporarily stores the acquired basic remuneration amount data in a RAM (not shown) (step S13). S14). Here, specifically, for example, "Doctor A registered as a doctor for 10 years"
In this case, the number of years of experience is calculated as "2 years", and "480,000 yen" corresponding to the two years of experience is determined as the basic remuneration amount.

Next, in the evaluation reward amount calculation processing in step S20, the control unit 12 obtains the supervisor evaluation data, other staff evaluation data, and patient evaluation data from the personnel evaluation database 116 by the reward amount calculation program 111b. (Step S21), the quantification process is performed based on the personnel evaluation data (step S2).
2). Here, in the quantification process, for example, the boss evaluation data is converted into a maximum score of 60 points, the other staff evaluation data and the patient evaluation data are added, and evaluation is performed based on a total score of 100 points. More specifically, for example, the total perfect score 133 of each item score of the personnel evaluation entry sheet of FIG. 5 is converted into a maximum score of 60, and the converted value is the average value of the evaluation points of the other staff evaluation sheet and the patient evaluation. Add the average value of the data.

Next, the control unit 12 determines the rank from the value of the quantified personnel evaluation data (step S2).
3), the evaluation reward amount data corresponding to the determined rank is acquired from the evaluation reward amount calculation table 112b (step S24). Then, the control unit 12 temporarily stores the acquired evaluation reward amount data in the RAM (not shown) (step S25). Here, specifically, the rank is, for example, 5 levels (S = 91 to 100, A = 75 to 90, B =
45-74, C = 21-44, D = 0-20). Then, for example, in the case of “a doctor evaluated as 71 points in total of“ boss evaluation data = 45 points, other staff evaluation data = 12 points, patient evaluation data = 14 points ”by the quantification process”, the rank is “B”. It is determined and "230 thousand yen" is determined as the evaluation reward amount.

Next, in the result reward amount calculation processing in step S30, the control unit 12 acquires the financial calculation data and sales data from the financial calculation database 113 and the sales database 115 by the reward amount calculation program 111b (step S31). ), And profit / loss data by medical fee of each medical department is created from these data (step S3)
2). More specifically, the direct cost and indirect cost are calculated from the drug / material cost, SG & A cost, and labor cost in the financial calculation data, and the cost by medical department is calculated, and the cost of one doctor in the medical department is calculated. To calculate. Then, the sales amount of the doctor is calculated from the sales data, and the profit / loss data by medical fee is created by subtracting the cost per doctor from the sales amount.

Next, the control unit 12 acquires the distribution rate belonging to the profit amount of the profit and loss data by medical department from the result reward calculation table 112c (step S33), and multiplies the profit amount by the acquired distribution rate, Calculate the result reward amount (step S34), and temporarily calculate the calculated result reward amount.
It is stored in the AM (not shown) (step S35). Next, the control unit 12 sums the basic reward amount stored in the RAM (not shown), the evaluation reward amount, and the result distribution reward amount to calculate the total reward amount (step S40), and calculates the calculated total reward amount. The amount is displayed on the display unit 14, and the basic remuneration amount, the evaluation remuneration amount, the result distribution remuneration amount, and the total remuneration amount are stored in the personal data of the personnel evaluation database 116 (step S50), and this processing is ended.

According to the doctor remuneration amount calculation system 1 according to the present invention described above, the total remuneration amount of the doctor is calculated by the basic remuneration amount based on years of experience, the evaluation remuneration amount based on personnel evaluation, and the result remuneration amount based on profit and loss. Is calculated, it is possible to calculate an appropriate amount of remuneration more suited to the occupation of doctor. As a result, the motivation and work of the doctor can be improved and the activation of the entire hospital can be promoted, which can greatly contribute to the stable improvement of hospital management.

Further, the personnel evaluation data is composed of boss evaluation data by the boss, other staff evaluation data by other staff, and patient evaluation data by the patient.
Since the doctor's evaluation is made from many angles, it is possible to perform an appropriate evaluation as a doctor. Therefore, it is possible to calculate the evaluation reward amount based on an appropriate evaluation.

Furthermore, the basic remuneration amount is calculated according to the basic remuneration calculation table 112a, the evaluation remuneration amount is calculated according to the evaluation remuneration calculation table 112b, and the result remuneration amount is calculated according to the result remuneration calculation table 112c. The amount of reward can be calculated correctly.

The above embodiment is merely an example.
It can be changed as appropriate. For example, the doctor remuneration amount calculation system 1 may be connected to a terminal device (not shown) of each hospital via a network. Then, the personal data, personnel evaluation data, financial calculation data, and sales data of each hospital are transmitted from the terminal device to the system, and the system calculates the remuneration amount of the doctor of each hospital. Then, the total remuneration amount of the doctor obtained as a result of the execution is transmitted to the terminal device of the requested hospital. By networking in this way, it becomes possible to compare doctors' remuneration amounts between other hospitals, and it is possible to approach a more appropriate evaluation.

[0032]

According to the present invention, the total amount of remuneration for a doctor is calculated by the basic amount of remuneration based on years of experience, the amount of evaluation remuneration based on personnel evaluation, and the amount of performance remuneration based on profit and loss.
It is possible to calculate an appropriate amount of remuneration that matches the occupation of doctor. As a result, the motivation and work of the doctor can be improved and the activation of the entire hospital can be promoted, which can greatly contribute to the stable improvement of hospital management.

[Brief description of drawings]

FIG. 1 is a diagram showing an overall configuration of a doctor remuneration amount calculation support system according to the present invention.

FIG. 2 is a diagram for explaining a data structure of a basic remuneration amount calculation table.

FIG. 3 is a diagram for explaining a data structure of an evaluation reward amount calculation table.

FIG. 4 is a diagram for explaining a data structure of a result reward amount calculation table.

FIG. 5 is a diagram showing an example of a personnel evaluation entry sheet.

FIG. 6 is a diagram showing an example of another employee evaluation entry sheet.

FIG. 7 is a flowchart of a doctor remuneration amount calculation process.

[Explanation of symbols]

1 Doctor reward calculation support system 11 Database server 12 Control unit 13 Input section 14 Display 15 Printing department 111 Program database 111b Reward amount calculation program 112 Reward amount calculation database 112a Basic remuneration amount calculation table 112b Evaluation remuneration amount calculation table 112c Achievement reward amount calculation table 113 Financial Calculation Database 115 Sales Database 116 personnel evaluation database

Claims (4)

[Claims] 1. A basic remuneration amount calculating means for calculating a basic remuneration amount of the doctor based on years of experience of the doctor, a personnel evaluation quantifying means for quantifying the personnel evaluation data of the doctor, and the personnel evaluation metric. An evaluation remuneration amount calculating means for calculating the evaluation remuneration amount of the doctor based on the personnel evaluation data quantified by the converting means, a profit and loss calculating means for calculating profit and loss based on sales data and expense data, and the profit and loss. Based on the profit and loss calculated by the calculation means,
Outcome reward amount calculating means for calculating the doctor's result reward amount, basic reward amount calculated by the basic reward amount calculating means, evaluation reward amount calculated by the evaluation reward amount calculating means, and the result reward amount A doctor remuneration amount calculation support system based on a personnel evaluation by a doctor, comprising: a total remuneration amount calculation unit for calculating the total remuneration amount of the doctor based on the result remuneration amount calculated by the calculation unit. 2. The doctor remuneration amount calculation support system according to the doctor personnel evaluation according to claim 1, wherein the personnel evaluation data is supervisor evaluation data by a boss,
It is composed of other staff evaluation data by staff other than the boss and patient evaluation data by the patient, and the personnel evaluation quantifying means individually outputs the boss evaluation data, the other staff evaluation data, and the patient evaluation data. A doctor compensation amount calculation support system based on a doctor personnel evaluation, which is configured to quantify and aggregate the quantized individual data. 3. The doctor compensation amount calculation support system based on doctor personnel evaluation according to claim 1 or 2, and a basic compensation calculation table in which basic compensation amount calculation data is set according to years of experience, and quantified personnel evaluation data. A table for evaluation remuneration calculation in which evaluation remuneration amount calculation data is set for each rank in accordance with the above, and a result remuneration calculation table in which performance remuneration amount calculation data is set for each medical treatment item and profit amount, The basic remuneration amount calculation means calculates the basic remuneration amount according to the basic remuneration calculation table, and the evaluation remuneration amount calculation means calculates the evaluation remuneration amount according to the evaluation remuneration calculation table, and the result remuneration amount calculation. Means configured to calculate the result reward amount according to the result reward calculation table.酬額 calculation support system. 4. The computer has a function of calculating the basic remuneration amount of the doctor based on the years of experience of the doctor, a function of quantifying the personnel evaluation data of the doctor, and a function of quantifying the personnel evaluation data. A function of calculating the evaluation remuneration amount of the doctor, a function of calculating a profit / loss based on sales data and expense data, and a function of calculating a performance remuneration amount of the doctor based on the calculated profit / loss, A doctor remuneration amount calculation program for executing the function of calculating the total remuneration amount of the doctor based on the calculated basic remuneration amount, the evaluation remuneration amount, and the result remuneration amount.