The Study Of Nursing Performance Evaluation And Compensation System Based On BSC

Aim:To establish Nursing Performance Evaluation System based on Balanced Score Card, which adheres to the philosophy of people-oriented and aims to strengthen nurses’performance evaluation and training; to reform the existing compensation management framework so as to conquer the disadvantage of traditional bonus distribution system such as lacking of competitiveness, hardly inspiring, injustices, etc; to explore and perfect a vertical nursing performance management framework, which is based on quantity, quality and skills of nursing service and patients’satisfaction, and adheres to the principles of giving priority to efficiency with due consideration to fairness and ranking by devotion.Method:Applying the philosophy of Balanced Score Card, according to the nursing grading and post classification system, and integrated with the factors such as post responsibilities and risks, complex of skills and workload, etc, we established the Nursing Performance Evaluation System and Pay-Performance Distribution Program. The later is based on unit cost-effectiveness and workload-integrated-effectiveness. Particularly, we built the model of second-distribution by unit which integrated the consideration of nursing post responsibilities and risks, workload and day-attendance,In this model, we gave up egalitarianism but to actualize the principles that equal compensation should be given on the same post and duty, more payment for doing more, and large reword for excellent performance.Result:The new Nursing Performance Evaluation System played a good role in guiding a learning oriented nursing team. In the meanwhile, by the control of nursing process and result, it improved nurses’ consciousness of patients’ safety, nursing quality and nursing service, and the degree of patients’ satisfaction was repeatedly above95%.The new Pay-Performance Distribution Program and Vertical Nursing Performance Management Framework effectively ensured nurses’benefits which made the intro-unit payment distribution more rational, stimulated nurses to work with enthusiasm and stabilized nursing team.The result of survey and interview implied that the reform gained positive review of head nurses and our nurses. Within head nurses,84.4%agreed that the overall planning was obviously effective,96.8%were satisfied with the fairness, justice and openness, and100%approved of the scientificity of the performance evaluation program. Within the nurses, the proportions were96.8%,81.8%,81.1%, respectively. The total nurses’satisfaction was89.2%. The satisfaction with the second-distribution model and the performance evaluation results were respectively88.5%and90.0%.Conclusion:Based on Balanced Score Card and strengthened on the evaluation and feedback progress, the new Nursing Performance Evaluation System and Pay-Performance Distribution Program were adapted to the existing vertical nursing management system. They played a good role in improved nursing efficiency, stabilizing nursing team, helping accomplish hospital strategic objectives and the12th5-year nursing plan, strengthening the hospital core competiveness and contributing to a sustainable development. They also provided experiences for nursing human resource management and should be spread across other hospitals. How to make our system and program more comprehensive, effective, scientifically, easily operated and more fair and reasonable is for further study, which is also PDCA management process.