Study On Job Evaluation Of Different Nursing Post In H Hospital

BackgroundThe management of personnel in hospital by the rank of administrationand the title of a technical post was popular in China; the treatment ofpersonnel did not related to post value accurately, the post value evaluationwas not highlighted in the human resource management of hospital,especially there was lack of attention to salary distribution system that relatedto the benefit of medical staff directly. The reward distribution system thatemphasized longevity, experiences, and skills was poor incentive to staff,influenced their work enthusiasm and efficiency, and increased the floatingand the rate of dimission of nurses year by year. So to establish scientific andreasonable reward distribution system based on post value evaluation iscrucial to the reform of hospital personnel system.H hospital is a large comprehensive hospital that includes medicalservices, teaching, and research, has near to 2000 nursing staff, how tocombine tightly the reward of nursing staff and the personal working ability,the complicated grade of nursing post, hardship grade, responsibility and risk,the knowledge and skills required, working load, and working environment in order to achieve different nursing post different salary? It is an urgent issuethat the hospital nursing and personnel management department shouldresolve. Data review showed that the post reward should be based on the postvalue evaluation; scientific post value evaluation is inevitable tool to reallyand fairly achieve different nursing post different salary, and fully mobilizethe energy of human resource.There were no reports about nursing post value evaluation up to now inChina. In abroad medical institutes, post value evaluation were popularamong the Occident during seventies and eighties in last century, the healthministry of UK had done comprehensive and embedded research of nursingpost value evaluation. From 1999, the health ministry of UK had analysesand evaluated near one hundred posts of medical institutes, and publishedpost evaluation model of medical institutes on Mar. 2003. So to establishscientific and fair reward management system based on abroad experience ofpost evaluation and the situation of H hospital has a active realistic meaningto promote the reform of personnel assignment system and successfullyimplement nursing personnel assignment proposal according to post.Objectives1. To obtain scientific, systematic, quantitative nursing post value of differentpost of H hospital wards by utilizing qualitative and quantitative postvalue evaluation methods to conduct value evaluation of different nursingpost, and comparatively analyze to the results of two evaluation methods.2. To offer basic referential data for establishing scientific, systematic,quantitative nursing post value and conducting effectively management ofnursing human resources by data analysis.3. To offer methodology model for Chinese hospitals conduct scientificallyvalue evaluation of each nursing post. Research methodsAcross-section questionnaire surveySubjects and sampling methodsNurses from seven nursing post of H hospital wards, including chargenurse, group leader of nursing duty, specialty nurse, assistant nurse, nolicense nurse, general affairs nurse, office nurse.Choice criteria: nurses who are belong to the ward that includes all theseven posts.Excluding criteria: exclude the nurses whose work year was under half ayear, who retired and abdicated.Sampling methodsAdopt stratified random cluster sampling method, put the wards "thathave seven post of H hospital into three layers of internal medicine, surgery,special ward (the specialty of work has different needs of nurses) accordingto ward character, then randomly sample part wards in per layer, the totalnumber of sampling wards is ten, after that conduct questionnaire survey tonurses of seven nursing post of the ten wards. The total survey number were245 nurses from ten wards.Survey toolsQuestionnaire of nursing job evaluation: This questionnaire includes twomethods of post value evaluation.One was the qualitative research method: ranking method. The otherwas quantitative method: factors grading method.The nurses work evaluation criteria published in UK was the nurse postwork evaluation criteria published by the health ministry of UK, the surveytool (questionnaire of nursing post value evaluation) was developed after thecriteria was translated into Chinese by nursing professionals, then the questionnaire was modified by experts consulting in order to ensure theadaptability of the questionnaire. The questionnaire included sixteen factorstotally: communication and relationships skills, knowledge and trainings andexperiences of work, analytical skills and judgmental ability, planning andorganization skills, practice skills, responsibility to patients, responsibility toinstitution development, financial and physical responsibility, responsibilityto human resources, responsibility to information resources, responsibility toresearch and development, freedom to act, demand of physical efforts,demand of mental efforts, demand of emotional efforts, and the workconditions. The 16 factors were weighted after five nursing experts analyzedthe specialty of H hospital nursing work, and per factor were given grade ofdifferent ranks correspondingly. The internal consistency reliability wasmore than 0.9, Split-Half reliability coefficient was 0.995, and the test-retestreliability wan more than 0.9, and the face validity and content validity of thisquestionnaire were good evaluated by experts.Data processing and analysisDatabase was established by Excel 2003 software, transformed intoSPSS format, then conducted statistical analysis by SPSS13.0 software.Graded data was analyzed by multiple variance analysis, the mean of samplewas compared one by one with SNK, ranked data was analyzed bynonparametric rank sum test, the ranks were compared each other. Datasequence number was added by compositor method, the new data was rankedfrom small to big, and then we got the sequence of magnitude of nursing postvalue.Results1. The sequence from small to big of nursing post value by compositormethod were charge nurse, group leader of nursing duty, office nurse, specialty nurse, general affairs nurse, assistant nurse, no license nurse.2. The sequence from small to big of nursing post value grade by factorsgrading method were charge nurse (82.663), group leader of nursing duty(67.344 ), specialty nurse (53.019 ), office nurse (45.479), general affairsnurse (44.124), assistant nurse (39.248), no license nurse (23.692) .Thedifference of nursing post value grade between office nurse and generalaffairs nurse was no statistical meaning (p＞0.05), and the value gradebetween other posts was statistical meaning (p＜0.05).3. The comparing of self-evaluation and other-evaluation, i.e. the post wasevaluated by nurses themselves and by other nurses, showed that the postof value difference of no statistical meaning were charge nurse, groupleader of nursing duty, specialty nurse, assistant nurse, office nurse,general affairs nurse (p＞0.05); the difference of post value evaluation ofno license nurse comparing with charge nurse, office nurse, generalaffairs nurse was no statistical meaning (p＞0.05) ; the difference of postvalue evaluation grade of no license nurse comparing with group leaderof nursing duty, specialty nurse, assistant nurse was statisticalmeaning(p＜0.05).4. The compare of nursing post in different sections: the comparing of nursepost value of different wards one by one showed that the value differenceof charge nurse, general affairs nurse, office nurse, and no license nursepost value grading of different wards was no statistical meaning (p＞0.05) ;the difference of value grade among group leader of nursing duty,specialty nurse, assistant nurse post in medical and surgical sections wasno statistical meaning(p＞0.05 ), the difference between value grade of thisthree posts in medical and surgical sections and in special sections was statistical meaning (p＜0.05)Conclusions1. The sequence of relative value size of each nursing post of H hospital hasimportant referenced value to design personnel assignment proposal andconduct effectively management of human resources and nursing posts forH hospital.2. The sixteen evaluation factors of evaluation questionnaire of nursing postvalue reflect the nursing work characteristics of H hospital, it will behelpful to conduct further research of nursing post value evaluations in Hhospital and use for reference of methodology to conduct different postvalue evaluation in Chinese hospitals.Limitations in this study1. Because there are limitations of sampling of sections, some sections thatare good representative are not sampled, so the representativeness of jobevaluation is influenced at a certain extent.2. Because the there are limitations of research condition, so this study haveonly conducted the study involving the self evaluation and other evaluationof nursing staff, no other staff.