Study On Competency-oriented Performance Evaluation Of Clinician Of Third-grade Public Hospital

A scientific evaluation of human resource performance is the vital key to the managing system of modern hospitals and medical worker's personal development.But in the long run,when evaluating medical workers' performance in our nation,public hospitals firstly took looks at the extra earning-making it have a connection with salaries and ignoring medical workers' self-developing and potential-digging,thus there didn't have a clear difference between outstanding performers and normal performers.Particularly for these clinicians working at the Grade ? public hospitals,their works are more laborious-not only be responsible for medical jobs,but also need to do scientific researches and teaching,in that they have to meet a higher standard.Therefore,it is urgent to find a more efficient performance evaluation system for clinicians who work for Grade ? public hospitals.The conception of "competency" has a connection with performance evaluation system when it has been come up.Hence this paper aims to build up a performance evaluation system basing on the conception of "competency",in that the measurement will focus on medical workers'self-development and their long-term development to give a new idea to evaluation system of medical human resource.Methods:(1)Initially setting up a theoretical frame of performance evaluation system by literature analysis;(2)By means of two-round Delphi method correcting index roundly,and evaluating the significance of every index basing on expertise;(3)Collecting data with questionnaires,and then testifying the inner accordance of index roundly with Cronbach's alpha and using the factor analysis to verify construct validity-at length,the performance evaluation system could be improved;(4)Applying the evaluation system to the case hospitals with the fuzzy comprehensive evaluation method to measure the overall performance of clinicians,at the same time,using the analysis of variance to test the discrepancies in performance evaluation index and evaluation system and the difference of clinician performance under the view of different demography.With the way of relativity to analyze and study the relationship of three-dimension,in that the practicability,measurability and maneuverability of performance evaluation system can be proved.Results:(1)according to the new performance theory,this paper builds up a multi-dimension performance evaluation model basing on "task performance-contextual performance-deferring performance".Further more,this paper combines the reality of hospitals in our country and the specialty of medical workers with Spencer's competency dictionary to bring the conception of "competency" into it,and builds up three-dimension,thirteen competency features and a theoretical frame of clinician of Grade III hospital-including fifty-one behavior descriptions.(2)After two-round professional consulting,based on the deletion standards:1)Average point less than or equal to 3.5,2)mutation greater than or equal to 25%,3)full score ratio less than or equal to 20%,the first-class index and second-class index can be saved,as to the third-class index will be changed to 47 terms.And the two-round expertise comes up that the coefficient W will be within the range 0.199 to 0.476,and P's value will be less than 0.05.This means that these experts' ideas are in line and that evaluation index is reasonable.(3)The verifying of inner accordance reflects that the overall evaluation system and every dimension of Cronbach's alpha is greater than 0.7.Factor analysis draws 11 common factors,and the accumulated variance contribution reaches 64.224%and all terms' load value on their common factors are greater than 0.4.It can be noticed as good construct validity.(4)Applied research finds that the order of average point of examined clinicians is that mark of task performance?contextual performance>deferring performance;according to the overall evaluation standard,examined clinicians can be divided as excellent,great and good.With the comparison of variance analysis and Bonferroni,there comes a result that the three grades have obvious difference on first-class index and overall evaluation system;besides that,we also can know that the comprehensive performance marks depend on age,professional titles and when he joins his hospital;with the method of pearson analysis,a conclusion can be drawn that if the relation of task performance,contextual performance and deferring performance is positive,and P value is less than 0.001,then the score of these three dimensions and comprehensive score of performance is in positive correlation and P value will be less than 0.001.Conclusion:(1)This research constructs a performance evaluation system of clinician of Grade III hospital basing on the conception of "competency" including three first-class indexes,thirteen second-class indexes and forty-seven third-class indexes.It is reasonable for the index system frame,appropriate for the index choosing and precise for the index measuring in this paper.(2)Every aspect of the index system and every Cronbach's alpha could be marked as the level B,which also reflects that the evaluation system are fine with its inner accordance;factor loading meets the standard,and after calculating by the varimax rotation,the clauses belonging are roughly same with theoretical structures-nothing needs to be abolished.(3)The discrimination of evaluation index and evaluation system is fine,which means this very evaluation system is able to discriminate the difference between well-performer and normal-performer,and it is in the line with initial purpose of constructing this system;task performance,contextual performance and deferring performance interacts and promotes each other;the clinicians working at case hospitals get good marks,especially,they pay much attention on professional ability.The results of medical workers' performance evaluation are relative to the development of their sector offices and qualification.