Objective To explore the suitability of performance appraisal tools in the annual salary system reform of public hospitals,and to propose a differentiated configuration plan to optimize the effectiveness of the compensation system.Methods Through the formula deduction and deductive method,it systematically assesses the suitability and conflict points of the three tools of KPI,RBRVS and 360-degree appraisal under the framework of the annual salary system,and the comparative research method,and propose a differentiated configuration scheme based on multi-dimensional scenarios.Results KPI is suitable for short-term efficiency goals but needs to prevent quantitative bias,RBRVS embodies technical value in technology-driven departments but there is a risk of profit-seeking,and 360-degree assessment strengthens long-term development but the implementation cost is high.It needs to be dynamically adjusted in combination with the regional economic level,hospital scale and departmental functions,and implemented with the technical support of information technology.Conclusion Public hospitals should differentiate the selection of performance appraisal tools according to the specific context and establish a dynamic adjustment mechanism to realize the benign interaction between the appraisal tools and the annual salary system reform,and to promote the sustainable development of hospitals and the enhancement of the value of medical services.

Objective To explore the suitability of performance appraisal tools in the annual salary system reform of public hospitals,and to propose a differentiated configuration plan to optimize the effectiveness of the compensation system.Methods Through the formula deduction and deductive method,it systematically assesses the suitability and conflict points of the three tools of KPI,RBRVS and 360-degree appraisal under the framework of the annual salary system,and the comparative research method,and propose a differentiated configuration scheme based on multi-dimensional scenarios.Results KPI is suitable for short-term efficiency goals but needs to prevent quantitative bias,RBRVS embodies technical value in technology-driven departments but there is a risk of profit-seeking,and 360-degree assessment strengthens long-term development but the implementation cost is high.It needs to be dynamically adjusted in combination with the regional economic level,hospital scale and departmental functions,and implemented with the technical support of information technology.Conclusion Public hospitals should differentiate the selection of performance appraisal tools according to the specific context and establish a dynamic adjustment mechanism to realize the benign interaction between the appraisal tools and the annual salary system reform,and to promote the sustainable development of hospitals and the enhancement of the value of medical services.