| ObjectiveThis study aims to establish a scientific, authoritative, comprehensive, simple and feasible evaluation index system of performance appraisal after the nurses employed in General Hospital by Delphi method. Then evaluated the scientific and authority of the selected indicators. The outcomes of this study can provide standardized method for nursing performance evaluation and provide the basis for the allocation of salary, and ultimately improve motivation and personal development of nursing work. Method1 Literature retrieval method was used to search the related studies about nursing performance appraisal. On the bias of knowing the current situation and with reference to existing research results, basic framework of this study was constructed. The initial candidate indicators index were formed. Then prepared the candidate indicators into a semi-open questionnaire to conduct the next research.2 9 senior clinical nurse specialist and 11 frontline nurses were given a consultation about the performance assessment index, the connotation of the index and the standard for evaluation using phenomenological research methods. The obtained data were analyzed using Claizzi method and then the framework for the assessment index system initially formed.3 According to the Delphi method, 25 nursing experts from 5 three general hospitals Shandong Province and three university were chosen to conducted a Two rounds of expert consultation. The consulting details included: the importance and the practicality of the candidate indicators, the connotation of candidate index, the evaluation criterion and the weight of index.4 The reliability, authority, coordinate coefficient of experts were used to evaluate the reliability and authority of the experts consulted. The mean, standard deviation, coefficient weights were used to evaluate the importance of this index system. ResultThis study constructed a comprehensive evaluation index system of the performance appraisal system for nurses who employed in comprehensive hospital. The system includes 4 first class indicators: professional quality, level of education, care, research and teaching.10 second indicators:professional attitude, professional ethics, physical and mental qualities, expertise, public basic knowledge, accumulated experience, quality of work, quantity of work, teaching, research, etc and 33 third level indicators. The enthusiasm coefficients for 2 rounds expert consultation were 92% and 86.96% respectively, both were> 70%. The authority of experts were 0.88 and 0.86, respectively(> 0.70), the coefficient of experts coordinated were 0.16 and 0.23, respectively. After 2 round consulting, the coefficient of variation of importance for index was 0.00-0.27 and the coefficient of variation of operability was 0.00-0.22. ConclusionThis study constructed a comprehensive performance appraisal evaluation index system for hospital nurses who had hired. This system including 4 first level indicators, 10 secondary-level indicators and 33 three-level indicators. This research establishes a three structure of the evaluation system, the connotation, the weight and the evaluation methods for each indicators. The results were demonstrated positive, authoritative and credible. Key words: Nurse; After employment;Performance appraisal; Delphi methods... |
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