护理岗位管理绩效考评与分配的做法与成效  

Practice and effects of nursing performance appraisal and distribution based on post management

作　　者：宋瑰琦[1] 李雪娇[2] 秦玉霞[1] 黄家丽[1] 凌琳[1] 黄璐[1] 

机构地区：[1]合肥市安徽省立医院护理部,230001 [2]安徽医科大学护理学院

出　　处：《中华护理杂志》2014年第8期957-961,共5页Chinese Journal of Nursing

基　　金：国家临床护理重点专科建设项目资助

摘　　要：目的建立护理岗位管理绩效考评与分配方案,探索该方案对改善护士薪酬分配体验、提高护士满意度和患者满意度的效果。方法在岗位分析的基础上,建立医院、护理部、科室护理绩效3个层面的绩效分配:医院层面重在科学确立各职系分配框架、考评指标及其权重;护理部层面在于科学设计护士层级、护理单元岗位系数及护理质量考评指标;科室则根据护士年资、岗位和班次,结合工作服务质量评价进行护士绩效分配。结果通过实施护理岗位管理绩效考评与分配方案,临床工作强度大、技术含量高的一类科室护士薪酬得以提高(P=0.029),护士及患者满意率均有提高(P=0.028,P=0.045)。结论护理岗位管理绩效考评与分配方案,改善了护士薪酬分配比例,提高了护士、患者满意度,调动了护士积极性,激发了进一步深化优质护理服务的活力。Objective To evaluate the effects of nursing performance appraisal and distribution based on post management on improving nurse satisfaction with salary distribution and patient satisfaction. Methods Based on post job analysis,a three-level of hospital,nursing department and nursing unit performance distribution system was established. The hospital established the general performance distribution framework,evaluation index and weight; the nursing department identified nurse levels,nursing unit post coefficient and nursing quality indicators;the nursing unit distributed performance salary according to nurses＇ years of work experience,nursing post,shift and performance appraisal. Results By the implementation of nursing performance appraisal and distribution method based on post management,the salary of nurses working in departments with heavy workload and high technical content increased significantly（P--O.029）;nurses＇ and patients＇ satisfaction were improved significantly （P--0.028,0.045）. Conclusion Nursing performance appraisal and distribution method based on post management can improve the proportion of nurse salary allocation,increase nurses＇ and patients＇ satisfaction,mobilize nurses＇ work enthusiasm and provide power to high quality care.

关 键 词：绩效考评 分配 岗位管理 

分 类 号：R47[医药卫生—护理学]