以公益性为导向的公立医院护理绩效工资分配方案构建与实践

Construction and practice of the nursing performance salary allocation scheme in the public welfare-oriented public hospitals

目的建立以公益性为导向的护理绩效工资分配方案,多劳多得、优绩优酬、公平透明,充分调动护理人员工作积极性。方法基于DRGs(Diagnosis Related Groups)理论基础,建立以工作量为核心的护理人员绩效工资分配指标体系,从工作量、工作效率、技术难度、工作风险和工作质量进行综合考核。应用历史数据测试并完善指标体系及其权重,与原分配方案同步试运行,经补充完善后最终形成护理绩效工资分配方案。结果护理人员工作满意度提升,护理不良事件、护理纠纷投诉发生率明显下降(P<0.05)。结论方案中指标体系设计合理,对医疗护理质量、效率、效益导向清晰;分配过程以收集到的客观数据为依据,体现绩效工资分配客观透明;分配结果与临床科室护理工作特点和当月的工作量相符合,体现了绩效工资分配的公平公正性。

Objective To construct the nursing performance salary allocation scheme based on public welfare-orientation,which embodied more pay for more work,and good performance.The constructed scheme was fair and transparent,and could fully mobilize the working enthusiasm of the nursing staff.Methods Based on the DRGs(Diagnosis Related Groups) theory,a system of performance salary allocation was established,marking workload as the core indicator.The system would assess the work performance of every nursing staff in regarding of workload,work efficiency,technical difficulty,work associated risk and quality of work.The historical data was used to test and perfect the index system and its weights.The established index system run with the original allocation scheme,and then the final nursing performance salary allocation scheme was completed.Results The nursing staffs’ job satisfaction rate was increased,and the incidence of nursing misconduct and nursing dissension was decreased significantly(P <0.05).Conclusion The design of the index system in the scheme is rational and can clearly lead to high quality,efficiency and benefit of medical care.The allocation process is based on the objective data,which reflect the principle of objectivity and transparency.The allocation results are in line with the characteristics of the nursing work in each clinical department and the monthly workload,which reflect the fairness and justice of the performance salary allocation.