中国临床药学杂志

目的 构建科学合理的医院药学部绩效考核指标体系，为医院药学人才培养及学科发展评价提供依据。方法 基于文献调研，结合平衡计分卡法从财务、客户、内部流程及学习成长4个维度设计药学部绩效考核初始指标框架。采用德尔菲专家函询法对全国18家三级甲等医院的18名药学专家进行2轮函询，运用界值法和统计学方法筛选与优化指标，构建适用于三级甲等医院的药学部绩效考核指标体系。结果 第1轮和第2轮函询的专家积极系数分别为90%和100%，专家权威系数分别为0.89和0.93，重要性评分Kendall’s W值分别为0.229和0.133，差异均具有统计学意义（P<0.05）。第2轮函询中所有指标的重要性评分均值为4.61，满分比为69.78%，变异系数为0.14。最终构建了包含一级指标3项、二级指标2项及三级指标51项的绩效考核体系。该体系覆盖药学部8个专业组，并按组别实施差异化考核。结论 该绩效考核体系整合了多维度战略目标，具有较好的适用性和可操作性，为医院药学人才培养、药学服务质量提升、药事管理优化及学科可持续发展提供了科学工具。

AIM To establish a scientific and operational performance evaluation indicator system for hospital pharmacy departments, providing a reference for talent cultivation and disciplinary development assessment. METHODS Based on the literature review, an initial indicator framework was designed using the balanced scorecard across four dimensions(financial, customer, internal process, and learning and growth). Two rounds of Delphi expert consultation were conducted with 18 senior pharmacy experts from 18 tertiary Grade-A hospitals nationwide. Boundary value method and statistical methods were applied to screen and optimize the indicators, ultimately establishing a performance evaluation indicator system suitable forpharmacy departments in tertiary Grade-A hospitals. RESULTS The expert positive coefficients in the first and second rounds of consultation were 90% and 100%, respectively. The differences were statistically significant. Expert authority coefficients reached 0.89 and 0.93; and Kendall's correlation coefficients(W) for indicator importance were 0.229 and 0.133(P < 0.05). In the second round, the mean importance scores of all indicators reached 4.61, with a full-score ratio of 69.78% and a coefficient of variation of 0.14. Finally, a performance evaluation system was formed, which included 3 first-level indicators, 2 second-level indicators, and 51 third-level indicators covering 8 professional groups of the pharmacy department, with differentiated appraisal criteria applied in accordance with the distinct responsibilities of each group. CONCLUSION The constructed performance evaluation system incorporates multidimensional strategic objectives and demonstrates strong applicability and practicability, thereby providing a scientific tool to support pharmacy workforce development, improvement of pharmaceutical care quality, optimization of pharmacy administration, and the sustainable development of hospital pharmacy as a discipline.