Pay for Performance Evaluation of Sung Noen Hospital, Nakhon Ratchasima Province, 2007-2011 - การประเมินผลการจ่ายค่าตอบแทนตามผลการปฏิบัติงานของเจ้าหน้าที่โรงพยาบาลสูงเนิน จังหวัดนครราชสีมา ปี 2550-2554

Abstract

Sung Noen Hospital had received approval of pay for performance project since June, 2006.
The purpose of this study was to evaluate the pay for performance of Sung Noen Hospital from 2007
to 2011, for 5 years. Survey method was used by comparing to setting principles and expected
outcomes; divided to 4 parts, 1) results of quantitative pay for performance were done by converting
beyond criteria points to compensation; 2) results of qualitative pay for performance were done by
comparing results to criteria set by committee; 3) hospital staff satisfaction was evaluated by using
questionnaire and analyzing by percentage, mean, and standard deviation; and 4) hospital performance.
It was found that, 1) quantitative pay for performance of both operative and administrative
staffs achievement beyond the criteria increased from 74.05 percent in the 1st year to 84.13 percent
in the 5th year. Average pay for performance by position was about 1 overtime rate (OT) of each
professional staff; 2) qualitative pay for performance was done by using the criteria relevant to
hospital accreditation guidelines and implemented payment in the 1st to 3rd year; 3) hospital staff
satisfaction was evaluated by using reward dimension of organizational atmosphere survey reporting
an overall average mean increase from 2.54 (SD. 0.5) in the 1st year to 2.74 (SD. 0.70) in the 5th
year, based on 5 rating scale; 4) in all, the pay for performance conformed to the concept of the
Ministry of Public Health. As such, it served all professionals, all dimensions- service, academic,
and administrative, registered nurses group, and all service units. Quantitative pay for performance
was relevant to the objective of increasing hospital efficiency because operative staffs worked beyond
setting criteria. Qualitative pay for performance did increase hospital quality because the qualitative
pay was relevant to hospital accreditation guidelines. The pay for performance resulted in
increasing staff’s morale because the mean of reward dimension of organizational climate increased.
Evaluation results were taken to improve pay for performance of Sung Noen Hospital in the future.
Key words: pay for performance, community hospital, service quality development