护理绩效考核体系的设计与探索  

Design and Exploration of Nursing Performance Assessment System

作　　者：徐军[1] 郭玲玲[2] 王春英[1] 陈燕[1] 王锡唯[1] 

机构地区：[1] 浙江省宁波市第二医院 [2] 宁波卫生职业技术学院

出　　处：《医院管理论坛》2016年第6期56-58,共3页Hospital Management Forum

基　　金：浙江省医药卫生研究项目;编号:2014KYB236

摘　　要：目的建立新型的绩效考核体系,解决现有护士工效倒挂的问题,探索稳定临床一线护理队伍的措施。方法在岗位管理的基础上,在医院层面设计时将全院护士绩效从医院整体中剥离,独立考核,设计一套与护理工作量、护理质量、护理风险、护士个人年资、岗位、班次等因素相关的护士绩效分配方案,对全院护士绩效进行二次分配。结果通过实施新的绩效考核体系,全院42个病区护士人均绩效增幅为24.64%。其中传染科增幅比较大,为77.8%,其他病区增幅平均为19.06%,其中有6个病区下浮。基本上达到科室收益与劳动强度和工作风险相统一的目标。结论该体系有利于护士能级对应,体现不同层次护士的价值,保证临床一线护士的专业稳定性和积极性。Objective To establish a new performance assessment system to solve negative correlation between work efficiency and performance pay. Methods Based on position management, the performance pay of nurses was separated from the hospital with independent assessment, which took individual＇s workload, nursing quality, nursing risks, experience, position and shifts into consideration when the performance assignment plan for nurses was designed. Results After implementing the new nursing performance assessment and assignment plan, the performance per capita for the nurses from 42 wards increased by 24.64%, in which the department of infectious diseases increased by 77.8% while the average increase of other wards was 19.06%. Only 6 wards decreased. The goal of keep department earnings, work intensity and job risks in accordance had been basically achieved. Conclution This system is beneficial to keep the ability and level of nurses in accordance. It can also help reflect the value of nurses at different levels and ensure the occupational stability and initiative of clinical front-line nurses.

关 键 词：岗位管理 绩效考核体系 改革 

分 类 号：R197.32[医药卫生—卫生事业管理]