某疾病预防控制机构绩效考核满意度调查

Satisfaction survey of performance evaluation for an institution of disease control and prevention

目的分析某疾病预防控制机构的绩效考核满意度及其影响因素,为实现绩效考核评价体系的科学化与公正化提供依据。方法自行设计"某疾病预防控制机构2017年绩效考核满意度调查"问卷,向该疾病预防控制机构16个科室共67名职工发放电子版问卷,采取不记名的方式,以电子版形式回收调查问卷。使用Excel 2010进行数据的录入和整理,应用SPSS 22.0进行统计学分析,并采用频数描述、单因素方差分析等统计方法。结果通过进行个体特征与职工绩效考核总体满意度的差异性分析,发现职工对绩效考核总体的满意度不受职务、职称资格、工作时间和所在科室这四类个体特征影响。职工对"采取专业技术科室与职能管理科室区分考核的形式"满意度最高,该条目得分为(4.692±0.863)分;对"考核过程中上级领导的参与度与沟通情况"和"绩效考核指标清晰度"这两个条目满意度较低,得分分别为(3.410±1.117)分和(3.256±1.093)分。虽然绩效考核满意度整体得分处于较高水平,但职工也认为绩效考核还存在着一些问题。结论考核指标需进一步结合科室的不同情况,绩效考核结果的激励作用仍有待加强。

Objective To analyze the satisfaction degree of performance appraisal for the disease prevention and control organization and its influencing factors,provide the basis for realizing the scientific and fair performance appraisal system.Methods Through the self-designed questionnaire of 'the disease prevention and control institution performance appraisal satisfaction survey in 2017',67 employees in 16 departments of the disease prevention and control institution were given an electronic version of the questionnaire.The questionnaire was returned in the form of an electronic version by anonymous way.Excel 2010 was used for data entry and sorting,SPSS 22.0 was applied for statistical analysis,and frequency description and one-way ANOVA were adopted for statistical inference.Results Through the analysis of the difference between individual characteristics and overall satisfaction of staff performance appraisal,it was found that the overall satisfaction of staff in the disease prevention and control institution was not affected by the four types of individual characteristics,namely,position,title qualification,working time and department.Employee satisfaction was the highest for 'taking the form of differentiated appraisal between professional technical departments and functional management departments'with score of 4.692±0.863;the scores of items with regard to 'the participation and communication of superior leaders in the appraisal process' and 'the clarity of performance appraisal indicators' were low.They were(3.410±1.117) and(3.256±1.093),respectively.The overall score of each item of performance appraisal satisfaction was high,but employees also thought that there were still some problems in performance appraisal,which needed some improvements.Conclusion The appraisal indicators need to be further combined with the different conditions of departments.The incentive effect of performance appraisal results should be strengthened.