优质护理服务示范工程中护理绩效管理的现状及对策

Analysis of Current Status and Strategy of Nursing Performance Management in Demonstration Project of High Quality Nursing Service

目的了解在优质护理服务示范工程中护理绩效管理的现状,并探讨科学有效的绩效管理体系。方法在文献研究的基础上明确与护理绩效管理相关的概念及要素,采用自行编制的问卷对32所医院的181名护理人员(包括护理部主任、护士长及护士)进行调查。结果 32所医院的护理绩效管理体系模式以护理部与科主任分别负责制为主,缺乏完善的专科护士职位分析;所有被调查者均认为绩效考核难以达到真正公平,主要与评价标准及衡量方法不一致、评价者的误差等因素有关,仅2所医院建立了护士不公平申诉系统;各医院使用的评价标准与衡量方法不统一。结论建议从以下几方面建立公平、公正的科学绩效管理体系:(1)改善护理绩效管理机制;(2)完善专科护士职位分析;(3)统一评价标准及衡量方法;(4)培训评价者;(5)建立不公平申诉系统。

Objective To explore the current status of the performance management system in the demonstration project of high quality nursing service and to establish a scientific and effective performance management system.Methods The relevant domestic documents of nursing performance management were reviewed to confirm the concepts and essential elements related to nursing performance management.A self-designed questionnaire was adopted to investigate 181 nursing practitioners（nursing directors,head nurses and nurses） in 32 hospitals.Results The directors of medical departments and nursing department played a dominant role in the nursing performance management system of 32 hospitals without completed job analysis for specialized nurses.All respondents agreed that performance appraisal was difficult to achieve truly fair,mainly due to the inconsistent evaluation criteria and measurement methods and error related to evaluators.Only two hospitals established nursing unfair complaint system.The evaluation criteria and measurement methods used by hospitals were not uniform.Conclusion The following measures are suggested：the performance management mechanism should be enhanced;a comprehensive job duty analysis should be established for nurse specialists;The appraisal standards and measuring methods should be tailor-made for the nursing organizations;training should be provided to the appraisers;unfair complaint system should be established.