三维量化考核在护理人员奖金分配中的应用体会  

The application of three-dimensional quantificational check in the distribution of bonus among nurses

作　　者：康英[1] 左永金[1] 

机构地区：[1]镇江市第一人民医院特需病房,江苏镇江212002

出　　处：《南方护理学报》2004年第3期58-59,共2页Nanfang Journal of Nursing

摘　　要：为顺应医院运行机制改革,根据职称系数(20%)、业绩量化考核(30%)和工作量考核(50%)三维综合测评结果,进行护理奖金二次分配。职称系数:按主管护师1.1、护理师1.0、护士0.9系数分配;业绩量化考核分德、能、勤、绩4个方面;工作量考核:向护理班倾斜,以静脉滴注、更换输液瓶、动脉穿刺和护理记录为其主要指标,各项基础护理为次要指标。在一年的实践与探索中,体会是:护理奖金二次分配能充分调动护理人员的工作积极性,客观地反映各人工作量和业绩,为评优、晋升留下原始依据;根据病区存在的主要问题,有的放矢制定考核指标,调整占分比例,有重点、有目标地进行短期强化和长效管理。In order to keep side by side with the reforms of hospital operational mechanism,we conducted the second distribution of bonus among nurses according to the three dimensions:coefficient of professional title(20%),quantified achievement(30%)and amount of work(50%).The coefficient consists of:chief primary nursing(1.1),primary nursing(1.0),nurse(0.9),quantified achievement included four aspects:moral,competence,diligence and achievement and amount of work took as main indexes venous infusion,alteration of infused drugs,arterial puncture and nursing records,basic nursing as secondary indexes.A year of practice produced the experience that the second distribution of bonus can fully stimulate the activity of nursing staff,reflect individual work amount and achievement in an objective way,which leaves primary record for promotion.According to the problems in each department,the check items should be decided to the point by adjusting proportion of each item for the purpose of performing short-enhancement and long-term management.

关 键 词：三维量化考核 护理人员 奖金分配 医院 管理 

分 类 号：R197.322[医药卫生—卫生事业管理] R47[医药卫生—公共卫生与预防医学]