Nurse Performance Appraisal And Second Allocation Plan Of Merit Pay Based On The Holistic Nursing Mode

Objective To develop a nurse performance evaluation index system and statistical models based on the holistic nursing theory, and apply to nurse merit pay secondary distribution. To fully embody the nurse hierarchical management and this kind appraisal incentive mechanism that more payment for more contributions.To greatly maximize the enthusiasm of nurse, stabilize the nurse team, and improve the quality of nursing service.Methods We made a semi-structured interviews of12nurse managers of one tertiary first class hospital,based on the methods of field research,literature review, and advanced experimenting. We sifted the nurse performance appraisal sensitivity index, formed the initial draft of index system and merit pay secondary distribution, and drew up experts enquiry questionnaire, by the qualitative research methods, We selected35nurse managers in the same hospital and made two round expert letter consultation using the Delphi enquiry method. They respectively were directors of nursing department, clinical nursing consultants, and clinical departments head nurses. The enquiry data Statistics processing and the descriptive analysis and reliability analysis for results of the enquiry were carried out by using SPSS software17.0. We made the nurse performance score statistics and merit pay calculation model using Excel intelligent function after the index system and distribution plan being determined. After full training we put the plan and model into32clinical departments of the same hospital to make experiments. Three months later, we collected five aspects data analysis to evaluate the effect. They were nurses on merit pay distribution satisfaction, patient satisfaction, doctors to nursing job satisfaction,different clinical departments’nursing quality scores.Results The results of the enquiry are reliable. We build a nurse performance evaluation index system that contains level coefficient, the nursing workload scores, nursing quality scoring rate and reward amount four Ⅰ level indicators and12Ⅱ level indicators. We also established such secondary distribution solutions thaf"nurse performance scores could be achieved by nurse level coefficient multiply workload scores,and multiply nursing quality scoring rate" and "nurse merit pay could be achieved by individual performance scores multiply ervery performance value, then add or subtract reward amount". We developed Excel statistic model.Three months later, we found that hospital nurses to the satisfaction of merit pay distribution, patient satisfaction, doctors to nursing job satisfaction and different clinical departments’ nursing quality scores were significantly increased (p<0.05), the time of the head nurse using in nurse daily workload statistics is on average5.6±0.64minutes.Conclusions The design of each dimension of the index system matches the current holistic nursing theory, give full consideration to nurse station management, hierarchical using, the nurse in charge of the patient, grading nursing care and many other factors. The key indicators of this index system have strong representative. The Delphi method adopted in building is of science and result is reliable. This merit pay secondary distribution plan challenged the calculation method that put all indicators with different nature to do add operation according to the different weights in the traditional nurse performance appraisal, such as workload and work quality. It has been seen that multiply than additive can interpretation this distribution concept that more payment for more contributions, best’s best reward. Clinical effect evaluation shows that the index system and distribution plan can fully maximize nursing staffs work enthusiasm and ensure the high quality nursing service in place. The application of Excel statistical model simplifies the calculation.