A Study On The Performance Appraisal Indicators Of Nursing Staff In Third-Grade Large Hospitals

With the development of market economy, the competition in medical and health industry is becoming more and more fierce. Performance appraisal as a modern management concept, has attracted a high degree of attention from managers and researchers and has became the source and the core of nursing management.Nursing performance appraisal can not only enhance management efficiency, but also help nurses to improve work quality, but most hospitals have not yet established a sound performance appraisal system based on the analysis of nursing job, resulting in no distinction between those who do a good job or a poor job and between those who do more or less. The incentive function of performance appraisal have been lost, as a result, the enthusiasm of nursing staff is greatly affected, eventually leading to low working quality and overall quality of nursing staff. It is a serious impediment to upgrading the nursing specialties.Objectives:This study aims to develop a fair, objective and effective performance appraisal system which can truely reflect the actual work of nurses, encourage nurses to move forward, improve the organization awareness and the sense of ownership of nursing staff, and improve their job satisfaction and sense of achievement, so that nursing staff will move towards the organizational goals in a active manner. In the meantime, this can provide a basis for the nursing administrators in personnel promotion, training, human resources allocation, and retention or dismissal.Methods:Based on a multi-directional analysis of the core concepts at different levels, through access to a large number of related literature home and abroad, this researcher makes a semi-structured interviews with five directors of nursing departments, two general head nurses and four head nurses from five different third-grade general hospitals in Shanghai. Using phenomenological analysis method for data analysis, gathering performance appraisal of nurses in different hospitals at present, the author finds out the existing problems, as well as the views of experts on the performance appraisal of clinical nurses in the third-grade general hospitals. Integrating the preliminary literature review and the results of the interviews,the author initially constructed the expert advice sheet of Performance appraisal of clinical nurse in third-grade general Hospitals. We selected 24 nursing managers of different management levels and in different areas, using Delphi techniques for three-round expert consultation letter. The consultation results are processed by qualitative analysis and descriptive statistical methods.Results:â‘ Researched and designed the clinical nurse performance appraisal indicators in third-grade general hospitals. The aprraisal indicators are composed by 4 level-1 indicators including the quality of work, workload, work attitude and the work ability,12 level-2 indicators and 56 level-3 indicators.â‘¡We established performance appraisal indicator weights of different levels, according to work scope and clinical nurses'working characteristics in third grade general hospitals.Conclusions:The establishment of the indicators for performance appraisal system of clinical nurses in third-grade general hospitals can help nurses to find out their strengths and weaknesses, to make clear direction for their own efforts, to mobilize the enthusiasm of nurses and to improve the overall quality of nurses. For nursing managers, it can help them to find weaknesses in management, also can get to know the quality and capability of personnel, which can be a reference for decision-making and rational allocation of human resources.