How to write 1 the comments of the nursing department in the head nurse management manual? This month, according to the actual work of hospital centers and departments, we can formulate corresponding nursing priorities and organize their implementation.
2, the head nurse handbook and related records (self-examination, nurse behavior evaluation, etc. ) are objective and true.
3, nursing supervision, all the work of the department conforms to the standard of XX hospital.
4. XX (workload) was completed this month, and the hospital monitoring was in place, without serious mistakes and accidents.
Like: 1, assisting the nursing department to complete XXX work.
Work to be done: 1, teaching, etc.
Make monthly work arrangements and write what the nursing department wants to express. For reference only.
What do interns say about the head nurse? This is all a form of showing merit. Don't write the facts. You can make up anything you want, such as serious, active and professional work, but don't be outrageous.
Comments of Nursing Department: 20 points Under the leadership of the Party Committee of the hospital and the management of the nursing department and the head nurses of various departments, XXX is conscientious, proactive and enthusiastic in service, and takes patients as relatives and walks out of Man Qin, with full work, earnest and down-to-earth work and no mistakes and accidents. Under the guidance of the teaching teacher, she completed her internship in the hospital.
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How to write the head nurse's evaluation of nurses? Ask the old head nurse, and write the evaluation euphemistically, and try not to criticize.
Problems, only scratch the surface, people who understand understand.
If you don't understand, fight. If you fight, you don't understand!
The following information is reproduced in the head nurse activity evaluation form for reference. The head nurse is the grass-roots leading cadre of the nursing system, the specific leader and commander of the nursing work in the department, and shoulders the responsibilities of nursing business management, nursing scientific research, nursing teaching, planning, resource allocation and administrative management. A qualified head nurse should not only have rich medical knowledge, social and humanistic knowledge.
How does the head nurse evaluate the work of department nurses? 1. Overview of work and completion of work objectives.
Second, work attitude, work discipline and so on.
Third, shortcomings, the direction of efforts
The first-level assessment meeting, when the head nurse comments on the performance assessment, is also called the performance or achievement assessment. Performance appraisal is a process in which enterprises use specific standards and indicators and adopt scientific methods to make value judgments on the performance of managers at all levels who undertake the production and operation process and results and the many influences they bring.
Performance evaluation is a process of collecting, analyzing and transmitting information about personal work behavior, performance and work results at work. Performance evaluation is to test product results and customer satisfaction.
The theme of performance evaluation
Qualified performance appraisers should know the nature, work content, requirements and performance appraisal standards of the appraised position, be familiar with the performance of the appraised person, and have the opportunity to observe his work closely, and be fair and objective at the same time. Most enterprises adopt a 360-degree all-round appraisal method when selecting the appraisal object, and the appraiser selects the boss, colleagues, subordinates, appraisers themselves and external experts.
Ask the head nurse to write a comment to the intern, which should be very well written and highly praised! How do head nurses write interns' comments
I am a head nurse, engaged in the medical industry 10 years. Today, I will make a self-evaluation of my medical ethics.
In recent years, a few medical staff have paid more attention to medical skills than medical ethics, and their service consciousness is weak. They even accept "red envelopes" and ask for kickbacks, which has damaged the image of "doctors" to a certain extent and increased the difficulty of solving the problem of "difficulty in seeing a doctor" among the people. To solve this problem, we must strengthen the ideological and political work of medical staff and carry out professional ethics education with humanitarianism as the main content. At the same time, we should optimize the incentive mechanism of medical staff from the perspective of market economy and people-oriented actual environment.
The incentive mechanism of medical staff is a system and process in which hospital managers design certain incentive measures to control and guide the behavior of medical staff in a certain direction according to the needs of management objectives. It is highly directional. Reward what? How to reward? Who will decide this kind of reward? Only focus on the local interests of the hospital, or pay more attention to solving the social needs of "difficult to see a doctor" and "expensive to see a doctor" while considering the interests of the hospital? The answer is different. Looking at the incentive mechanism of a considerable number of hospitals at present, most of them consider the former and seldom consider the latter.
Admittedly, the basic duty and business work of the hospital is to heal the wounded and rescue the dying. It is impossible to run a hospital by a "quack" with poor medical skills. The development of hospitals also depends on economic benefits, and hospitals with long-term losses cannot survive. Therefore, it is absolutely necessary to encourage medical staff to study hard, improve the level of medical technology and increase economic benefits reasonably and legally. In fact, this has been widely valued in the incentive mechanism of hospitals at present, and it has also been quantified accordingly. The "optimization" we advocate is not to remove these incentive contents, but to increase the content of medical ethics and improve its position and weight in the incentive mechanism.
The content of medical ethics is very extensive. It is not difficult to establish the content of optimal incentive. The key issue is how to achieve fairness and justice. The realization of fairness and justice needs a set of scientific and reasonable methods. Based on the current practice of some hospitals, it is feasible to implement quantitative assessment plus comprehensive assessment plus public participation. First of all, the energy should be quantified as much as possible for easy operation. Secondly, the implementation of medical ethics evaluation system is a fundamental measure to strengthen the construction of professional ethics and work style, an effective means to build and harmonize the relationship between doctors and patients, correct unhealthy practices in the industry and civilized hospitals, and an important measure to optimize the incentive mechanism. Third, an effective supervision mechanism is two aspects that complement the incentive mechanism. There should be supervision not only by hospital leaders and employees, but also by the public and the media.
It plays an important and positive role in forming a purposeful, planned and organized atmosphere of medical ethics propaganda and supervision, praising advanced and criticizing bad behavior. Hospital leaders should discover the good deeds of medical staff in time and report them in the media. As long as the facts exist, we should welcome the criticism of the media, actively cooperate with the rectification, and take it as an important basis for the implementation of the assessment system to ensure the survival and development of the hospital and the establishment of a harmonious doctor-patient relationship.
Label: Classic Composition Previous: Term Review Junior Middle School Boys Term Review Junior Middle School Next: If you bring the moon, ten idioms with tears, ten.