Nurse Performance Management Appraisal Program
In order to make sure that the work or things run smoothly, it is often necessary to carry out careful preparation of the program in advance, the program is a strong actionable written plan. Program to how to develop it? Here is my collection of nurses performance management appraisal program, I hope to help you.
Nurse performance management appraisal program 1
Performance appraisal is one of the key links to deepen the quality of nursing services, breaking the pot of rice distribution model, from the hospital and department level embodies the principle of tilting to the workload, high work risk, technical and clinical front-line nurses positions, to realize the principle of more work, more gain, excellent performance and excellent remuneration of the benign distribution mechanism. Nursing staff in the hospital occupies a large proportion of the hospital medical service quality of the impact is also relatively large, so through the implementation of the performance appraisal of nursing staff, so that the nursing staff 's 'benefit salary and work completed quality linked to reflect the more work more pay, excellent labor excellent, so as to improve the nursing staff's work positive initiative, motivate the nursing staff to work enthusiastically and personal potential, so that the nursing team is full of vitality.
A nursing performance appraisal content
Nursing performance appraisal content including the quality of nurses, nursing behavior and performance of the three major aspects of the nurse's qualifications, titles, nursing age, nursing theory, nursing skills, nurses service etiquette, attitudes, responsibilities, attendance, professional ethics, organization and discipline, patient safety measures, research, Teaching, innovation awareness, responsibility shift, auxiliary shift, small night shift, large night shift work procedures, quantity and quality, nursing cost control, quality of nursing documents, patient safety management, patient satisfaction survey, special extra points, disciplinary, disputes, accidents deductions, etc., the difficulty of the nursing staff to care for the patients, the number of patients under their charge, the quality of the work scores, patient satisfaction, and participation in nursing research and development, The company's website has been updated with the latest information about the company's products and services, as well as the latest information about the company's products and services, and the company's website.
Second, the nursing performance appraisal principle
1, the implementation of the pay according to work
Combined with the characteristics of the work of the clinical departments, further refinement, quantitative embodiment of the workload of the assessment project, linked to individual performance, reflecting the more work, more pay, and fully mobilized the nurse's enthusiasm for the work of the work of the work of the ability to work with the job requirements of the business in line, actively take the responsibility for the conditions of the work, and the work of the work of the work of the work of the nurses. The company's newest product is a new product, which is a new product that will be used in the next few years, and it is a new product that will be used in the next few years.
2, the implementation of pay by post
break the single according to the title of the performance pay allocation, that is, according to the nature of the work of different positions set distribution coefficients, so that the position and pay close combination, the implementation of the ability to post, so that the nursing staff of individual business capacity and professional value to be fully reflected, and to promote the business of nurses and the overall development of the team of nurses level management and medical education | education network collection organized.
3, the implementation of merit pay
The performance of the allocation and work quality and effectiveness of the link, reflecting the merit and effectiveness of the work of the nurses more dedicated, quality awareness, awareness of responsibility significantly enhanced, prompted the conscientious fulfillment of the duties, the implementation of the core system and the norms, to guard against the nursing defects, errors, and other undesirable events occurring rate, improve the quality of service.
4, the implementation of performance appraisal and personal development
The performance appraisal results into the personal assessment file management, and with the job appointment, the annual personal evaluation, further study and promotion of promotion, etc., so that the development of the individual and the usual performance of the work is directly related to the formation of personal and long-term management mechanism of the nursing team from the development of the profession to reflect the good and the bad are not the same.
5, strict rewards and penalties system
Performance appraisal program is not only the implementation of the nursing staff of the work of the assessment methods, while the establishment and improvement of the ward nursing unit assessment system, the quality of nursing care on a regular basis in the wards and the effectiveness of the service to carry out a comprehensive assessment and evaluation of the results as the hospital's dynamic adjustments to the classification of the clinical departments (different categories of per capita distribution of the base is different) and the annual selection of the outstanding The basic conditions of the collective, to enhance the sense of competition and the sense of crisis medical education network collected and organized.
6, strict performance appraisal of the head nurse
The implementation of the program will be the management capacity, specialty characteristics of the construction of a variety of aspects as the basic indicators of the head nurse performance appraisal, regular assessment and evaluation. The newest and most innovative management initiative, combined with a variety of modes of accountability for overall care, has led to a continuous improvement in the overall level of nursing management in the hospital.
Three, nursing performance pay allocation
Nursing according to the income and expenditure balance commission model, obviously does not meet the actual situation of nursing, easy to cause bitterness and happiness is not equal, therefore, the content of the nursing work and the number of hours of nursing care for the assessment system, the nursing performance pay for clinical care is an urgent matter. For example:
Ward nursing performance bonus = nursing fee + nursing treatment fee + (total number of bed days + the number of admissions × 3 + the number of discharges × 3) × the number of hours of care - basic salary - controllable costs - depreciation
Specifically according to the technical content of different nursing projects, risk and labor intensity to set up high and low to non-monetary units of the relative value of the rate of the rate, and based on the nursing staff's actual
The unit price of a nursing bed day in the department = (departmental nursing fee + nursing treatment fee)/(8/nursing hours * departmental nursing number * 22 days)
The main title, seniority, position, shift, attendance, quality of nursing work, patient satisfaction, assessment of rewards and penalties points and other indicators as a monthly assessment indicators, and the month of the realization of the rewards and penalties.
Individual performance bonus for nursing staff = 30% x seniority factor x post factor + 50% x seniority factor x shift + 20% x nursing performance.
Nurse performance management assessment program 2
In order to further improve the quality of clinical nursing work, strengthen basic care, improve patient satisfaction, promote the harmonious relationship between nurses and patients, and fully mobilize the enthusiasm of nursing staff, according to the requirements of the level of hospital accreditation and the actual situation of the hospital, the development of the program (approach).
First, the guiding ideology
Adhere to the "patient-centered", to further standardize the clinical nursing work, and effectively strengthen the basic care, improve nursing services, improve the quality of nursing care, to ensure medical safety, and strive to provide patients with safe, high-quality, satisfactory The company's main goal is to provide patients with safe, high-quality and satisfactory nursing services.
Second, the basic principles
1. adhere to the more work more pay, superior pay, efficiency first, taking into account the fairness.
2. Adhere to the "high technical requirements, high degree of risk, strong workload, management responsibility" of the post tilt.
3. Adhere to the "according to the needs of the post, the post to determine the responsibility, performance-related".
4. Adhere to the principle of openness, justice and fairness.
Third, the establishment of the assessment leading group
In order to make this work smoothly, the establishment of the nursing performance assessment leading group, a clear division of labor and interdepartmental collaboration, the implementation of the responsibility of the nursing work, the regular assessment and supervision, and constantly summarize the experience, found that the problem of continuous improvement.
Leader: Vice President in charge
Members: Nursing Department, nurse manager, quality control department, discipline inspection, personnel department, finance department, etc.
Fourth, the assessment method
1. Nurse manager assessment
(1) Nurse performance appraisal of the total score of 100 points, which includes the nurse manager of the nurses of the integrated appraisal, special assessment of the nursing department, inpatient satisfaction, and self-determined projects of the department.
(2) the department to establish the nursing staff work assessment records, the head nurse monthly assessment and evaluation of the work of the nursing staff of the department once.
2. Nursing assessment
(1) Routine inspection; random sampling; night shift inspection, etc., the actual deduction of responsibility to the person.
(2) Nursing Department of a comprehensive annual assessment and evaluation, the results are recorded in the personal technical file.
3. Satisfaction
(1) Nursing Department quarterly inpatient satisfaction survey;
(2) Department of the monthly work-rest symposium, satisfaction surveys;
(3) related personnel satisfaction survey.
4. Extra credit or departmental self-defined projects
(1) identify potential nursing risks;
(2) represent or participate in activities organized by the Department of Nursing;
(3) undertake teaching, continuing education.
Fifth, the assessment and evaluation requirements
1. Each department should attach great importance to the assessment work, the head of the nurses to do focus on the actual performance, objectivity and fairness, seeking truth from facts, and give each nursing staff to make a fair evaluation.
2. The assessment of the situation should be carried out to evaluate the effect of the results of the next year to develop improvement measures.
3. The results of the excellent can be used as a hospital evaluation of candidates.
Six, the assessment results
100 points, of which 100-91 is excellent, 90-80 is good, 79-60 is qualified, 59 points or less is unqualified.
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