Clinical Nurse Performance Evaluation Indexarchitecture Model Preliminary Application In The Distribution Of Bonus

objectivesThis study aimed to explore and build a real, objective, and comprehensive clinical nurseperformance evaluation index architecture model, that applied to the distribution of bonus ofclinical nurses to encourage the enthusiasm of the clinical nurse and provide reference foradministrative departments.MethodsBased on the core concept of multi-directional, hierarchical analysis, through access to alarge number of domestic and foreign literature, we makes the semi-structured interviews of12nurse managers of three tertiary level hospitals in Beijing. Using of the phenomenologicalanalysis of methods for data analysis, we collected different hospital nurse performance appraisalinformation to identify existing problems and the experts view on the performance evaluation ofthe clinical nurse. As a result of the previous literature analysis and interviews, the initialformation of the architecture model of the clinical nurse performance evaluation indicators wasformed, and the expert advice questionnaire of the clinical nurse evaluation index architecturemodel prepared. We selected18nurse managers in the four tertiary hospitals in Beijing within indifferent fields, using the Delphi method for the three round experts letter consultation.Descriptive analysis and reliability analysis on the results of the consultation was carried out.Finally, this model was used into of six pilot departments in the hospital.After threemonths,the data mining and analysis was performanced to achieve a reasonable allocation ofperformance bonuses and provide a good foundation for the software platform of nursingperformance in the next research.ResultsConsidering the actual situation of the clinical care of the hospital, we ultimatelyestablished clinical nurse performance evaluation index architecture model composed of thebased performance, workload performance, quality of work and reward and punishmentperformance three one-level indicators, nine two-level indicators, thirty nine three-levelindicators. Initial model was used into nurse bonus distribution in the clinical.After three months,the performance data was analysis to find that the model achieving objective, reasonableperformance allocation concept of "hard work and excellent labor excellent remuneration",improving the nurses work significantly, and providing a basis for the reform of the flat caremanagement model. ConclusionThe model regarded the performance appraisal requirements in the current “quality caredemonstration project” as a strategic starting point. It combined with nurses’ bonus distributionsystem, focused and was easy to carry out. It also can stimulate nurses’ enthusiasm effectively,improve quality of nursing and patients’ satisfaction, ensure that the nursing goals are achieved,and enhance management effciency. Performance evaluation will be incorporated into scientificnursing management mode.