摘要
目的应用现代岗位价值评价方法形成科学的临床护理岗位价值评估框架,为优化护理绩效管理、临床护士岗位配置,进而提高护理质量等提供依据。方法经岗位分析和德尔菲专家咨询,构建临床护理岗位价值评估模型,在此基础上采用要素计点法确定各临床护理岗位相对价值得分和价值等级序列,据此确定各临床护理岗位的薪资等级和岗位配置。结果临床护理岗位价值评估模型包含4个一级要素和16个二级要素。按要素计点法将临床护理岗位分为3个等级。255个临床护理岗位的相对价值得分在268.5~1000.0分,分布在15个价值等级序列中。应用该模型实施护理绩效管理2年后,我院护士的薪酬满意度达88.3%,较改革前提高近50%,护理质量检查合格率100%,护士轮岗匹配、晋级晋升和薪资调整有据可依。结论要素计点法是科学、客观地进行护理岗位价值评估的重要方法,依此建立的临床护理岗位价值评估框架为护理绩效管理、护士岗位配置等提供了科学依据。
Objective To establish a scientific and comprehensive post value evaluation system by applying factor count-point method,and to provide evidence for nursing human resource management and nursing post allocation. Methods Job analysis and Delphi technique were used to formulate the post value evaluation system. The post value and grades were identified by factor count-point method. Results The post value evaluation system consisted of 4 dimensions and 16 second-level indicators. Nursing posts were classified into 3 grades by factor countpoint method. The post values of 255 nursing posts ranged from 268.5 to 1000,which distributed in 15 rank orders. After 2 years,nurses＇ satisfaction with salary was 88.3%,which increased by 50%. All units passed nursing quality examination. Conclusion Factor count-point method is an objective and scientific way for nursing post evaluation. The post value evaluation system can provide scientific basis for nurses＇ performance appraisal and nursing post allocation.
出处
《中华护理杂志》
CSCD
北大核心
2014年第2期181-185,共5页
Chinese Journal of Nursing
关键词
卫生人力
评价研究
护理管理研究
Health Manpower
Evaluation Studies
Nursing Administration Research
