全垂直护理管理模式下护士长绩效考核与分配

目的探讨护理部垂直考核分配护士长绩效工资的有效方法。方法自2012年1月开始,从反映护士长管理难度和幅度的基础指标、反映专科技术性的专科指标和反映护士长能级水平的个人指标3个维度进行量化考核,依据考核结果兑现护士长当月50%的绩效工资分配;同时,根据护士长所在护理单元人均绩效工资水平,分配护士长其余50%绩效工资。结果以2012年度护理部垂直考核分配护士长绩效工资方法为例进行分析,实际的分配结果表明,即使护士长管理分配系数较高,但如果当月所在科室护理业务效率指标和质量指标不理想的话,同样对护士长的整体绩效有明显影响;反过来,如果护士长管理分配系数不高,但当月所在科室护理业务效率指标和质量指标不错的话,护士长当月整体绩效也会明显提高。结论护理部垂直考核分配护士长绩效工资分配方法体现了向护理管理难度、幅度、质量、数量、技术风险岗位倾斜的原则,方法可行,有利于调动护士长积极性,保障护理质量与安全。

Performance Evaluation and Distribution of Head Nurses with Vertical Administration

Objective To explore an effective distribution of performance-based salary among head nurses in the mode of vertical administration. Methods Quantitative assessment was conducted in three dimensions since January, 2012 and half of the performance-based salary was distributed to head nurses based on the assessment. Meanwhile, another half of the performance-based salary was distributed to head nurses based on mean performance-based salary of their respective nursing unit. Results The distribution indicated that the performance-based salary of head nurses were influenced by both head nurses ’ performance and the overall performance of their nursing units. Conclusion The distribution of performance-based salary among head nurses in the mode of vertical administration is practical and benefits arousing the enthusiasm of head nurses then eventually improving nursing quality and safety.