Brandt Terry L, Romme Clifford R, LaRusso Nicholas F, Lindor Keith D
Administrative Services, Mayo Clinic and Foundation, 200 First Street SW, Rochester, MN 55905, USA.
Ann Intern Med. 2002 Nov 5;137(9):738-43. doi: 10.7326/0003-4819-137-9-200211050-00009.
The need to contain health care costs has led some physicians to become salaried employees of health care organizations. However, the use of nonfinancial incentives for physicians in such an environment has not been broadly explored. The authors describe a novel incentive system that is designed to promote continuing high-quality care and to increase patient access to health care while enhancing clinical and academic productivity and physician satisfaction. Key components of this system include annual targets, flexibility in meeting these targets, and ability to convert clinical productivity generated in excess of what was necessary to meet the target to support scholarly activities. This system led to increased faculty productivity, improved patient access, enhanced scholarly activity, and overall enhanced career satisfaction.
控制医疗保健成本的需求促使一些医生成为医疗保健机构的受薪雇员。然而，在这样的环境中对医生使用非财务激励措施尚未得到广泛探讨。作者描述了一种新颖的激励系统，该系统旨在促进持续提供高质量的医疗服务，增加患者获得医疗保健的机会，同时提高临床和学术生产力以及医生满意度。该系统的关键组成部分包括年度目标、实现这些目标的灵活性，以及将超出实现目标所需的临床生产力转化为支持学术活动的能力。该系统提高了教师的生产力，改善了患者就医机会，增强了学术活动，并总体提高了职业满意度。
