某地市级疾控中心绩效考核效果评价与指标体系优化

Evaluation of performance appraisal effect and optimization of indicator system in a municipal center for disease control and prevention

目的 探讨某地市级疾控中心绩效考核体系存在的问题,为建立更为科学有效的疾控绩效考核体系提供参考。方法 某地市疾控中心于2023年实施绩效考核后,分别于2023、2024年对职工进行绩效考核运行情况问卷调查,对实施绩效考核体系的必要性、科学性、存在问题、运用效果进行分析。根据2023年的调查结果对绩效考核指标进行修订。利用专家咨询法对修订后的绩效考核指标进行专业性评价,优化绩效考核体系。运用层次分析法对指标进行赋值,并进行一致性检验。采用χ^(2)检验对修改前后的绩效考核指标体系的科学性及运用效果进行分析,并采用Bonferroni法进行两两比较分析。结果 2023年、2024年分别有98.70%(151/153)、99.35%(153/154)的职工认为有必要实施绩效考核。职工认为最突出的问题是绩效考核激励效果欠佳。经对绩效考核体系优化,新考核指标权重排序前三位为科室日常管理(权重0.262 5)、安全应急与基层指导(权重0.192 6)、科教创新工作(权重0.165 3)。2023、2024年职工认为绩效考核体系比较科学的构成比分别为65.36%(100/153)、78.57%(121/154),认为绩效考核运用效果比较科学的构成比分别为50.33%(77/153)、54.55%(108/154),职工认为2024年绩效考核体系的科学性(χ^(2)=11.532,P=0.009)、运用效果(χ^(2)=17.099,P=0.002)均优于2023年。结论 职工对该市疾控中心实施绩效考核普遍持肯定态度,充分发挥绩效考核激励作用对于提高绩效考核效果至关重要。对考核指标体系优化后较原考核指标体系更为科学有效。

Objective To explore the problems of a municipal CDC performance appraisal system,so as to provide reference for the establishment of a more scientific and effective CDC performance appraisal system.Methods After implementing performance appraisal in 2023,a local municipal CDC conducted a questionnaire survey on the operation of performance appraisal for employees in 2023 and 2024 to analyze the necessity,scientificity,problems,and application effects of implementing the performance appraisal system.The performance appraisal indicators were revised based on the results of the survey in 2023.The revised performance appraisal indicators were professionally evaluated using the expert consultation method,the performance appraisal system was optimized,and the hierarchical analysis method was used to assign values to the indicators and conduct consistency tests.Use analytic hierarchy process to assign the indicators values,and perform a consistency check.The χ^(2) test was used to analyze the scientificity and application effect of the performance appraisal index system before and after the modification,and the Bonferroni method was used for two-by-two comparative analysis.Results In 2023 and 2024,98.70%(151/153)and 99.35%(153/154)of the employees considered that it was necessary to implement performance appraisal.The most prominent problem perceived by employees was the lack of incentive effect of performance appraisal.After the optimization of the performance appraisal system,the new appraisal indexes with top 3 weights as daily management of departments(weight 0.2625)>safety emergency and grass-roots guidance(weight 0.1926)>science and education innovation work(weight 0.1653).In 2023 and 2024,65.36%(100/153)and 78.57%(121/154)of the employees believed that the performance appraisal system was more scientific,and 50.33%(77/153)and 54.55%(108/154)believed that the effectiveness of the application of performance appraisal was more scientific,respectively.Employees perceived the science(χ^(2)=11.532,P=0.009)and the effectiveness of using the performance appraisal system(χ^(2)=17.099,P=0.002)to be better in 2024 than in 2023.Conclusion Employees of the CDC implementation of performance appraisal generally positive attitude,give full play to the role of performance appraisal incentives to improve the effectiveness of performance appraisal is essential.The optimization of the appraisal index system is more scientific and effective than the original appraisal index system.