Objective  To describe the implementation status of performance appraisal in general practitioners and their team members in Shanghai.

 Methods  We stratified the areas based on the division of central city areas,rural-urban continuums and suburbs.3 areas were selected from the central city area of Shanghai (downtown of Pudong New Area,Xuhui District,Yangpu District),2 from the rural-urban continuum (rural-urban continuum of Pudong New Area,Baoshan District),and 2 from the suburb (suburb of Pudong New Area,Fengxian District) by random number table method.Numbering all the community health service centers in the five areas and extracting 2 to 3 community health service centers from the each selected central city area,1 to 2 from the selected rural-urban continuums and the selected suburbs separately through random number table method.Totally we enrolled 15 community health service centers,from which all the general practitioners,nurse teams and public health doctors that met the inclusion criteria were taken as research objects.Investigators carried their self-design questionnaire to the designated locations in the community to carry out the questionnaire survey from June to August 2015.The survey included the basic situation and the performance appraisal status of the research objects.A total of 836 questionnaires were distributed,792 valid questionnaires were recovered with the effective recovery rate of 94.7%.

 Results  There was significant difference in genders,ages,educational levels,years of working and professional titles of general practitioners,nurse and public health doctors among the 792 cases (P＜0.01).There was significant difference in the frequency of the performance appraisal of general practitioners,nurse and public health doctors (P＜0.001).There was significant difference in the feedback of the results of the performance appraisal between participants of different positions and administrative regions (P＜0.05).There was significant difference in paying out performance pay according to the results of performance appraisal among participants of different positions,professional titles,regions,administrative regions,and different regions in Pudong New Area (P＜0.01).There was significant difference in the proportion of wages of performance appraisal in total wages among participants of different positions,professional titles,and in different regions,administrative regions,and different regions of Pudong New Area (P＜0.01).

 Conclusion  The frequency of performance appraisal of Shanghai community health service centers is monthly-appraisal based with high feedback rate of performance appraisal result.However,the proportion of the results of performance appraisal results as the basis of paying out performance wages,and of the performance pay in total wages remain rather low,and the effects of performance appraisal need to be further improved.

目的  了解上海市家庭医生及其团队成员绩效考核实施现况。 方法  首先按中心城区、城乡结合部、郊区进行分层，采用随机数字表法在上海市中心城区抽取3个区（浦东新区中心城区、徐汇区、杨浦区）、城乡结合部抽取2个区（浦东新区城乡结合部、宝山区）、郊区抽取2个区（浦东新区郊区、奉贤区）。对5个区内所有社区卫生服务中心进行编号，采用随机数字表法在每个抽中的中心城区抽取2～3家社区卫生服务中心、城乡结合部地区和郊区各抽取1～2家社区卫生服务中心，共15家社区卫生服务中心，将15家社区卫生服务中心符合纳入标准的全部家庭医生、团队护士和公卫医生作为研究对象。于2015年6—8月，调查者携带自行设计的调查问卷至社区卫生服务中心指定地点进行问卷调查。调查内容包括研究对象的基本情况和绩效考核情况。共发放调查问卷836份，回收问卷797份，回收有效问卷792份，问卷有效回收率为94.7%。 结果  792例家庭医生及其团队成员中，家庭医生、团队护士、公卫医生的性别、年龄、学历、工作年限、职称比较，差异有统计学意义（P＜0.01）。家庭医生、团队护士、公卫医生绩效考核频率比较，差异有统计学意义（P＜0.001）。不同岗位、行政区的绩效考核结果的反馈情况比较，差异有统计学意义（P＜0.05）。不同岗位、职称、地区、行政区及浦东新区不同地区根据绩效考核结果作为绩效工资发放的依据比较，差异均有统计学意义（P＜0.01）。不同岗位、职称、地区、行政区及浦东新区不同地区人员绩效考核工资占工资比例比较，差异均有统计学意义（P＜0.01）。 结论  上海市社区卫生服务中心绩效考核频率以月度考核为主，绩效考核结果反馈率高，但是绩效考核结果作为绩效工资发放依据和绩效工资占工资比例偏低，绩效考核效果尚有待进一步提高。