某院护理部垂直管理体系下的护理绩效薪酬改革实践

目的 探索构建公平合理、操作性强、能充分调动护理人员工作积极性的绩效薪酬改革方案。方法 结合国内多家综合性三级甲等医院的调研结果与本医院运行实际情况,初步拟定护理部垂直管理体系下的护理绩效薪酬改革方案,运用历史数据和调查访谈对改革方案中各项指标和权重进行测算和调整,开发信息系统实现数据可视化,实践护理人员绩效薪酬改革。结果 护理部垂直管理体系下的护理绩效薪酬改革实现了多劳多得、优劳优酬,护理人员辞职率和调岗率相比改革前降低,护士工作满意度和患者满意度相比改革前提高,差异具有统计学意义（P<0.001）。结论 护理部垂直管理体系下的护理绩效薪酬改革调动了护理人员工作积极性,规范了护理岗位管理,提升了护理服务质量,并且方案具备可操作性,为公立医院的护理绩效薪酬改革提供了参考依据。

Performance Pay Reform in Vertical Management System in Department of Nursing Administration

Objective To develop a reasonable and practical nursing performance pay reform program to arouse the initiative of nursing staff. Methods After the investigation in a number of domestic comprehensive hospitals and the actual situation of our hospital, the reform program in vertical management system of department of nursing administration was initially formulated. The indicators and weights in the reform program were calculated and adjusted by using the previous data collected from survey and interviews. The information system was developed to realize data visualization then the reform program was implemented. Results After the reform, more performance pay of nurses was linked to more and better work. Resignation rate and job transfer rate of nursing staff were lower than those before, while nursing job satisfaction and patient satisfaction were improved.The difference was statistically significant(P<0.001). Conclusion Nursing performance pay reform in vertical management system of department of nursing administration is effective for arousing the initiative of nursing staff and standardizing the management of nursing posts, thus to improve nursing quality. Being practical, it provides reference for performance pay reform in public hospitals.