Performance Appraisal Of Nursing Staff Of G Burn Plastic Surgery In Public Top Three Hospitals

In recent years,the doctor-patient relationship in China has been deteriorating,especially the vicious injury of medical staff occur frequently.The particularity of medical service,such as its public welfare,ethics,high risk,continuity,makes it different from general products and general services.In addition,the underdeveloped regions in Northwest China are different from the developed coastal provinces.Therefore,scientific and rational performance evaluation of public hospitals in underdeveloped areas is imperative.In this study,the Department of Burn and Plastic Surgery of G Hospital was taken as an example and a pilot to investigate and analyze the status quo of hospital nursing staff management.According to Three-Level Comprehensive Hospital Evaluation Standards,successful cases of the performance appraisal of the hospital nurses in other provinces and combining different performance appraisal methods,a first draft of the performance evaluation program for the nurses has been developed.Moreover,semi-structured interview and Delphy have been applied to assess the feasibility of the program construced.Combining with Three-Level Comprehensive Hospital Evaluation Standards again,the performance evaluation program has been finally determined.Ultimately five level 1 indicators(medical work,occupation quality,occupation ability,teaching and research work),sixteen level 2 indicators(work quality and quantity,work efficiency,physical quality,moral quality,psychological quality,learning ability,professional ability,teamwork ability,communication ability,teaching work,new technology and new methods,funds obtained and papers published)and thirty-eight level 3 indicators have been determined and included in our performance evaluation index system.The assessment methods and weights of each index have also been defined.Through establishing and applying the performance management plan for nursing staff,the job satisfaction and motivation of nursing staff have improved,as well as the patient satisfaction.In addition,the incidence of adverse events and the turnover rate of nursing staff have declined.Importantly,and the quality of medical service and management efficiency have been improved.This preliminary study has been limited by time,funds and energy.The next long-term follow-up and effective comparison of the performance appraisal program before and after the implementation of the indicators will be adopted to further confirm the effectiveness of the performance appraisal program constructed in this study.