基于岗位评价的护士岗位管理和绩效奖金分配

目的：建立基于岗位评价的护士岗位管理和绩效奖金分配体系，充分调动临床护士工作积极性。方法：采用优化的分层抽样法、因素计点法、差异系数法和Kendall和谐系数检验法，完成岗位梳理、岗位评价、岗位标准和流程制定、绩效奖金分配系统设计等步骤。结果：全院梳理护理岗位423个，包括临床岗343个（81.1%）、管理岗67个（15.8%）、辅助岗13个（3.1%）。岗位评价包括护理岗位所承担的责任、具备的知识和技能、面临的风险、承受的压力等因素。建立了由个人岗位因素、工作产出、工作质量、护理人员能力要素组成的基于岗位评价的护士绩效奖金分配系统。结论：通过实施岗位评价，有效进行岗位管理，并按照护士护理患者的质量、数量、难易程度和患者的满意度来发放绩效奖金，进而提高护理质量，提升临床护士的工作积极性。

Nursing post management and performance-based bonus distribution on the basis of post evaluation

Objective：To establish nursing post management system and performance-based bonus distribution system on the basis of job evaluation to arouse nurses’ working enthusiasm fully. Methods：We adopted such measures as optimal stratiifed sampling method, point-factor method, Coefifcient of Variation and Kendall’s Coefifcient test, in order to complete post carding, job evaluation, application of post standards and process and design of performance-based bonus distribution system, etc. Results：The total of 423 nursing posts were divided into 3 types, clinical posts 343（81.1%）, management posts 67（15.8%） and supplementary posts 13（3.1%）. Each post was evaluated by taking into consideration the following factors, the responsibility to assume, the knowledge and skills needed, the stress to experience, etc. According to the individual post factor, work outcomes, working quality, and the work ability of nursing staff, performance-based bonus distribution system has been established. Conclusion：Through the job evaluation method, nursing posts can be managed effectively. The performance-based bonus distribution system which based on the amounts of work, working quality, satisfaction of patients and nursing manipulation dififculty levels improved nursing quality and motivated working enthusiasm.