院、科两级绩效考核及分配模式在公立医院护理人员中的应用

同济大学附属同济医院自2017年起,创新探索“院、科两级绩效考核及分配模式”并应用于护理人员中,即在月度绩效分配中,科室护理人员的可分配额度由科室医护总绩效分配额度决定,并根据当月本科室在编在岗的各类人员按不同的系数进行切分。各科室护理人员的可分配额度汇总到护理部后,由护理部进行二次考核分配,二次考核分配时将总额度的70%直接分配至科室护理单元,以确保公平性。总额度的30%根据工作量、工作质量以及优质护理标准在全院临床科室护理人员中进行再考核分配,更加注重质量和效率,分配结果加入到各科室护理单元可分配总额度。该模式应用两年来取得了较为明显的成效,护理队伍的员工满意度以及稳定性有较大提高。

The application of two-level performance appraisal and allocation mode at hospital and its department of nursing staff in public hospital

Since 2017, Tongji Hospital of Tongji University has innovatively explored the "two-level performance appraisal and allocation mode at hospital and its department" and applied it to nursing staff, that is, in the monthly performance allocation, the allocable amount of nursing staff in the department is determined by the total performance allocation amount of all medical staff in the department, and it is divided according to different coefficients of all kinds of permanent staff in the department in the current month.