骨科护士岗位管理绩效考核的实践与成效

摘要

Objective To establish a post management performance appraisal method for orthopedic nurses, and explore its practical effects. Methods The balanced scorecard performance tool was used in combination with two rounds of expert consultation to establish the appraisal index system. It comprises assessment indexes of four dimensions, dimension weight and index score value. Monthly performance appraisal value was calculated based on the nurses′post coefficient, and the health factor was used to reduce nurses′dissatisfaction in performance appraisal. Four orthopedics departments were selected for a one-year trial, with the results evaluated in the end. Results A comparison made before and after this appraisal found an increase of the nurses′ job satisfaction (9 out of 13 survey items, P <0.05), higher inpatient satisfaction (P<0.05), and higher nursing quality ( number of adverse nursing events Ⅳ, P <0.05). Other indicators include more nurses participate in learning and theoretical researches ( number of papers published, number of lecture hosts and the number of participants in nursing competition ( P <0.05 ). Conclusions The performance appraisal system of orthopedic nurses can improve nursing quality and patient satisfaction, effectively mobilize the initiative and creativity of nurses, and meet the characteristics of nurse post management, proving a success in use.%目的 建立骨科护士岗位管理绩效考核方法,探索实际运用效果.方法 运用平衡记分卡绩效工具结合两轮专家咨询建立考核指标体系,包含4个维度的考核指标、维度权重和指标记分值.结合护士岗位系数计算月度绩效考核值,运用保健因素减少绩效考核中的护士不满意.对4个骨科科室实施1年的效果进行评价和比较.结果 实施1年前后比较,护士职业满意度13个调查项目中的9个分项得分提高,住院患者满意度提高,Ⅳ级护理不良事件发生减少,差异均有统计学意义(P<0.05);护士参与学习与理论研究人数增加,发表论文人数、主持讲课人数、参加护理竞赛人数等指标比较差异有统计学意义(P<0.05).结论 骨科护士绩效考核体系能提高护理质量和患者满意度,有效调动护士工作的能动性和创造性,适应护士岗位管理的特点,取得较好的应用效果.