A Study On The Evaluation Factors Of Performance Appraisal For Clinical Nurse In A Hospital

With the rapid development of society, the competition in the medical field is becoming increasingly fierce. As a key role of core competitiveness, the talents show their profound meaning in the hospital development, of which the clinical nurse plays an indispensable part in the normal operation and development for a hospital.The managers and researchers of modern nursing have fully realized the importance of performance appraisal, which has become a top priority of nursing management. Nursing performance evaluation is of significance in improving the management efficiency, the work quality and the enthusiasm for working. While the fact is, currently there is no performance management system has been established in most of the hospitals, the clinical nurses are paid in average, including their salary and bonus. In this way, there is no big influence whether they do their work good or bad, and the motivation of performance evaluation is not effective. Therefore the enthusiasm of clinical nurses in working is impacted to a great degree. Difficulty in improving the overall personal and work quality has become a huge obstacle to promote the level of clinical nursing care.The purpose: this study is aimed to build a fair, objective and effective performance evaluation system which truly reflects the actual work status and encourages the nurses, so that the organization awareness and the master consciousness of the nurses would be increased, the satisfaction for work and the sense of achievement for themselves could be improved. Therefore the nurses will head to the organization target with a positive attitude, meanwhile for nursing managers, this system provides evidence for title promotion, training, retaining of a nurse and the rational allocation of human resources, etc.The method: in forms of field interview and questionnaire investigation. We distribute unified questionnaire to all clinical nurses in our hospital, and we organize semi-structure interview to 12 nursing-related staff, including 5 chiefs of internal medicine and surgery department. By forms of symposium, discussion, personal communication and getting relevant information to fully comprehend the problems existing in the performance salary allocation and the evaluation and suggestion of nursing performance.In order to manage the quality control, we selected some departments for pre-research, to revise the research plan and the questionnaire, and we held training for the research plan and the fulfillment of the questionnaire. We took the double input method in the data summary time, and we made follow-up phone calls to double check the data with big differences, for the purpose of ensuring the accuracy of the data. And after that we established a database by using Excel 2003, to analyze the data descriptively.Result: ①This study designs for a performance evaluation index system in Grade III general hospital for clinical nurses which consists of 4 indicators including the position factor, personal factor, patient satisfaction and work quality in this system. ②According to the range and feature of varied work position, we established the weight value of performance evaluation index of different levels by considering the factors of personal status, satisfaction evaluation and working quality, etc.Conclusion: The establishment of performance evaluation index for clinical nursing in hospital could fits corresponding work position to nurses at all levels according to their ability, and the situation of “more pay for more work” could be realized. The implementation of the incentive performance guides the direction for career development of a nurse, in this way, the nursing staff could be more specialized, and the technical quality of nursing could be gradually improved. For the clinical nurses, they find their way of improving and their enthusiasm towards work would also be developed. The implementation of performance evaluation system has a particularly strong incentive function for the improving of professional quality. And for the managers, they could use this system to know the comprehensive quality and work ability of a nurse, to find the weak part of management, and to provide effective basis for the rational allocation of nursing human resource.