基于岗位管理的绩效分配模式探索  

Exploration of the Post Management Based Performance Distribution Mode

作　　者：王晓燕[1] 杨文华[1] 余丽君[1] 杨春娟[1] 王亚娥[1] 

机构地区：[1]宝鸡市中心医院,陕西宝鸡721008

出　　处：《中国卫生质量管理》2014年第6期78-80,共3页Chinese Health Quality Management

摘　　要：目的在开展护士岗位管理的基础上,通过改革临床护士绩效分配模式,使护士绩效分配能真正体现同工同酬、多劳多得、优绩优酬。方法临床护士绩效薪酬由岗位工作量、能力层级、工作质量及单项奖励4个维度构成,其中岗位工作量和能力层级占80%,工作质量占20%,单项奖励为附加额。结果改革后,临床护士绩效收入均有所提升,最高提升幅度达70%;临床护士对绩效分配满意度与改革前比较明显提升,差异具有统计学意义(P<0.01);患者对护理工作满意度改革前为93.5±3.4,改革后为97.6±1.2,差异具有统计学意义(P<0.01);全院37个护理单元改革前后工作质量考核得分,改革前为88.1±10.5,改革后为92.8±6.7,差异具有统计学意义(P<0.05)。结论基于岗位管理的绩效分配模式能充分体现护士的劳动价值、专业技术价值,提升护士和患者的满意度,促进护理质量的持续改进。Objective To make nurses performance distribution really reflect fairness based on the nurses post management and through reform on clinical nurses performance distribution mode.Method The clinical nurse＇s performance distribution had four dimensions including post workload,capability level,work quality and single reword,among which post workload and capability level took 80％,work quality took 20％,and single reward was additional item.Result After the reform,the performance -related payment of clinical nurse was increased with the highest increase reached 70％.Compared with before the reform,satisfaction degree of clinical nurse had improved obviously on performance of the distribution,which had statistical significance （P ＜0.01）.Before the reform,patients＇satisfaction degree on nursing was 93.5-± 3.4,and that is 97.6 ± 1.2 after the reform,which had statistical significance （P ＜ 0.01）.The assessment score of the 37 nursing units＇work quality was 88.1 ± 10.5 before the reform and 92.8-± 6.7 after the reform,which had statistical significance （P ＜ 0.05）.Conclusion The post management based performance distribution mode can sufficient embody value of labor and professional skills of nurses,promote the satisfaction degree of nurses and patients,and facilitates continuing improvement of nursing service.

关 键 词：临床护士 岗位管理 绩效分配 探索 

分 类 号：R197.322[医药卫生—卫生事业管理]