Hospital performance appraisal program
In order to ensure that things or work in a scientific and orderly manner, it is often necessary to carry out the development of the program in advance, the content of the program is mostly higher on the lower level or the work involved in a relatively large area of the work, generally with a "head of the document" form issued. So what problems need to pay attention to the development of the program? Here is my collection of hospital performance appraisal program, welcome to learn and reference, I hope to help you.
Hospital performance appraisal program 1
According to the provisions of the hospital on performance appraisal, the development of the "Laboratory performance appraisal implementation program", please follow.
First, the assessment goals and principles
Goal: through the performance appraisal, to further clarify the work tasks and behavioral norms, improve the professional quality and work enthusiasm, so that the reward hard work and punishment of laziness, the survival of the fittest.
Principle: adhere to the principle of seeking truth from facts, objectivity and fairness, and adhere to the principle of combining qualitative assessment and quantitative assessment.
Second, the assessment object and time frame
From August 1, 20XX, all employees of the Laboratory Department to implement the performance appraisal system, a monthly assessment. New employees are included in the month after the transfer of assessment.
Third, the main content of the assessment
(a) work discipline: strictly abide by the "Employee Handbook" and the hospital rules and regulations, love of work, responsibility.
(2) medical quality: strict compliance with health laws and regulations, health administrative rules and regulations and medical ethics, strict implementation of the checking system and diagnostic and treatment procedures to ensure medical quality and safety.
(C) the quality of service: civilized and standardized service language, good service attitude, no "raw, cold, hard, top, push, drag" phenomenon. Seriously practicing the service commitment, strengthen the exchange and communication with patients, consciously accept supervision, and build a harmonious doctor-patient relationship.
(D) clinical communication: strengthen communication and coordination with clinical departments, complement each other, advocate a good, cordial, simple interpersonal relationships, to seek common ground and save small differences, enhance the cohesion of the work.
(V) full attendance: encourage employees to make full attendance and improve work efficiency.
(F) additional points: including all levels of administration, media or patient praise, and health professional and technical qualifications.
Fourth, the assessment method
(a) The basis of performance appraisal is 80 points, 20 points for professional qualifications. Based on the main content of the assessment, the assessment is divided into four items and given points respectively, at the same time, the assessment content is refined and quantified, set the assessment indicators and standards, and set up extra points and deduction standards. The total assessment is divided into basic points + professional qualification points + extra points.
(b) The evaluation is divided into two steps:
1. Section evaluation. Section to establish a record of the daily work behavior of employees, designate a person (or section chief) on the work behavior of the staff of the section to do a good job of daily records. Section according to each person's daily 'work behavior against the "Laboratory Performance Assessment Standards" scoring evaluation, 5 days before the end of each month, the results of the assessment reported to the hospital office.
2. Hospital general evaluation. Organized by the hospital performance appraisal working group, according to the results of the evaluation of the department, the daily inspection, questionnaires, patient feedback, complaints and reports, praise and rewards and other records reflecting the specific situation as an important reference point for each employee to evaluate and make a conclusion of the performance appraisal.
Fifth, the application of the results of the assessment and the relevant requirements
(a) The results of the performance appraisal of the employee's personal file, will be used as a year-end assessment, evaluation and other important basis.
(2) performance appraisal results and bonuses linked to the section bonus divided by the total points of the section, calculated per point salary value, and then multiplied by the employee's performance appraisal points per point salary value, calculated by the employee's personal bonus.
Salary value per point = total bonus ÷ total section score
Individual employee bonus = employee performance appraisal score × salary value per point
(c) the performance appraisal score sorting, select the best, to give a certain amount of additional incentives. Two consecutive performance appraisal scores of less than 70 points or more than three times in a year (including three times) performance appraisal scores of less than 70 points, the employee will be interviewed.
Performance appraisal can comprehensively reflect the employee's work achievements and values, summarize the work gains and losses, and improve the level of work. At the same time, performance appraisal enhances communication between the upper and lower levels, improves the management level of hospitals and departments, and is an important way to build a harmonious corporate culture. We should fully understand the importance of performance appraisal, study carefully, clarify the work requirements, and do a solid job of employee performance appraisal in the department.
Hospital performance appraisal program 2In order to strengthen the performance appraisal of xx county public hospitals, improve the quality and efficiency of medical services, enhance the vitality of county public hospitals, and safeguard the public welfare of county public hospitals, according to the "General Office of the Government of the Guangxi Zhuang Autonomous Region on the comprehensive promotion of the implementation of the reform of the county public hospitals" (Gui Zhengban Fa [20xx] No. 61), the spirit of the development of the approach.
First, the object of the assessment
Under the leadership of the county government, led by the health planning and health administration department to organize the relevant departments of the three county-level public hospitals in our county to implement the performance appraisal.
Second, the content of the assessment
The content of the performance assessment of county-level public hospitals should be closely integrated with the annual work objectives of the county, and each other. Including the following basic content.
(a) Comprehensive management: to complete the government's directive tasks, the implementation of zero-percent increase in the cost of medicines and reduce the cost of medicines, the implementation of measures to facilitate the people, the implementation of the hospital's fine-tuned management, to undertake the task of training personnel in primary health care institutions, to strengthen the construction of medical ethics and the construction of a team of talent, to strengthen the financial and price management, and to practise according to law.
(B) medical quality management: the implementation of the core system of medical care, the number of services, quality of services, medical costs and the implementation of the basic drug system, medical safety management.
(C) public evaluation and supervision: hospital affairs, patient satisfaction survey, social supervision and evaluation, hospital staff satisfaction survey.
Specific assessment indicators are detailed in the "Wuxuan County County public hospital performance assessment of basic indicators
and score table" (Annex 1) and "Wuxuan County public hospital satisfaction survey" (Annex 2).
Third, the assessment process
(a) the establishment of the assessment team. Under the leadership of the county government, led by the county health planning administrative departments, and financial, social and other departments to set up an assessment team, the county public hospitals for performance assessment.
(ii) the establishment of the assessment of the expert pool. By the appraisal team according to the performance appraisal involved in the specialty, to hire relevant business technology and management experts to establish the assessment of the expert pool. Each assessment, a certain amount of experts randomly selected to participate in the performance appraisal.
(C) the main body of the assessment. The appraisal team and its appraisal expert group based on the "Wuxuan County County public hospital performance appraisal of basic indicators and scores table", the county three public hospitals to carry out the assessment.
(D) assessment methods and cycle. The appraisal is carried out through a variety of methods such as reviewing documents and information, on-site inspections, questionnaires, debriefings by the head of the organization, and interviews with unit employees and the public.
The appraisal team carries out inspections from time to time in accordance with this method, and conducts a centralized appraisal in mid-October each year.
(E) publicity and review. The results of the assessment should be publicized in the county-level public hospitals, and the publicity time should not be less than 5 working days. There are objections to the assessment results, can be organized by the county-level assessment team or the administrative department of health planning in Laibin City review.
(F) Results reporting and feedback. The assessment team should summarize the results of the assessment before the end of November each year, and report them to the municipal and autonomous regional health planning administrative departments at each level, and provide timely feedback to the three public hospitals in our county.
Fourth, assessment and evaluation
(a) Performance value calculation. Quantitative indicators of performance value calculation method for two: Where the requirements of the growth of positive control indicators, such as annual hospitalization, indicators of performance value according to this formula: performance value = actual completion value / target value × standard score; Where the requirements of the decline of the reverse control indicators, such as the growth rate of average outpatient costs, indicators of performance value according to this formula: performance value = target value / actual completion value × standard score.
Qualitative indicators in accordance with the specific scoring method of the assessment project to deduct the corresponding standard score, the actual performance value.
Each single deduction of points up to the end of this point, not cumulative score of other items. The sum of the performance value of each single item is the total performance value of the unit being evaluated.
(B) assessment and evaluation. Assessment of the implementation of the percentage system, county-level public hospitals assessment results are divided into three levels: the score of 85 points or more for excellent, 60-85 points for qualified, 60 points or less for unqualified.
(C) assessment results utilization. The results of the assessment as a county-level financial arrangements for subsidies based on. Qualified assessment, the allocation of the full amount of subsidies for the year; assessment of unqualified, deduct the subsidy funds, and notification of criticism, rectification, two consecutive years of unqualified assessment, removal of the person in charge of the position. Specific measures are developed separately.
Fifth, the work requirements
County health administrative departments to refine the three county-level public hospitals performance appraisal index system, improve the assessment methods, innovative assessment methods, enhance the operability and improve the quality of the assessment. The three county public hospitals in the county health planning administrative departments under the guidance of the
According to the relevant system to grasp the development of internal job performance appraisal standards and internal distribution of management methods, the establishment of pay by post, according to the work performance of the internal distribution of incentives, hospitals on a regular basis to the department, the department of the regular performance appraisal of the staff, the results of the assessment and the staff of the personal income linked to the realization of the more work more pay, excellent The performance of the merit pay, appropriate to open the income gap between the medical staff, focusing on key positions, business backbone and make outstanding contributions to the personnel tilt, mobilize the enthusiasm of medical staff.
Departments should seriously appraisal discipline, strictly prohibit fabrication, tampering with the assessment information, strictly prohibit the use of the assessment for personal gain, seriously investigate and deal with fraudulent behavior, to ensure that the assessment is objective and fair. The units and individuals who falsified, retained, misappropriated or arbitrated funds, once found, will be notified, the funds will be recovered and the responsibility will be pursued in accordance with the law.
Hospital performance appraisal program 3In order to mobilize nursing staff work enthusiasm and initiative, improve the quality of nursing and nursing management level, and promote the reform of the hospital distribution system, in order to fully mobilize the work of nurses enthusiasm and creativity, and better promote the sustainability of nursing. The nurse performance appraisal program is hereby formulated as follows:
I. Applicable objects:
This system applies to all in-service nursing staff of the hospital.
Second, the assessment method
Nurse performance appraisal of the total score of 100 points, including medical ethics, nurse assessment, three basic examination assessment, inpatient satisfaction, plus/minus points items.
1, medical ethics
2, the head nurse assessment
The head nurse monthly assessment of the work of nursing staff evaluation. The content of the assessment is ideological character, work responsibility, business ability, work efficiency, teamwork, communication and coordination, service attitude, safety awareness, attendance, errors and complaints.
3, the three basic examination assessment
Monthly organization of the three basic theoretical examination, semi-annual organization of an operational skills examination.
4, inpatient satisfaction survey (100 points, accounting for 40% of the total score of performance): Nursing Department of the monthly inpatient satisfaction questionnaire.
5, plus points
(1) to get the patient's oral or written praise for the month plus 10 points
(2) published thesis to the month plus 10 points.
(3) three basic theory examination or technical operation of the examination of the month plus 5 points.
(4) to participate in the hospital's business learning 0.5 points.
6, deductions
(1) error or patient complaints, the month deducted 10 points.
(2) three basic theory or technical operation examination failed to deduct 5 points in the month.
The nurse's total individual performance score = 30% of the head nurse's assessment score + 30% of the nursing department's assessment score + 40% of the department's patient satisfaction score + personal plus/minus points.
Three, assessment and evaluation requirements
The head nurse should be able to focus on the actual performance, objectivity and fairness, seeking truth from facts, and give each nursing staff a fair evaluation.
Fourth, the assessment evaluation content:
(a) medical ethics
(1) to save lives, wholeheartedly for the people's service
(2) respect for the rights of patients for the patient to keep medical secrets
(3) compliance with the law, honesty and cleanliness
(2) the head of the nurse to the nurse assessment content Including:
① work completion (10 points)
② business ability (10 points)
③ work efficiency (10 points)
④ quality of work (10 points)
⑤ labor discipline (10 points)
⑥ attitude (10 points)
⑦ attendance (10 points)
⑧ solidarity (10 points) ⑧ solidarity and cooperation (10 points)
⑨ the occurrence of errors and accidents (10 points)
⑩ service attitude (10 points)
The above is divided into 100 points, of which 100 points ~ 91 points for excellent, 90 ~ 80 points for good, 79 ~ 60 points for qualified, 59 points or less for unqualified.
Note: Excellent accounts for 30% of the total number of nurses in the department, good accounts for 50% of the total number of nurses in the department, and general accounts for 20% of the total number of nurses in the department.
(C) three basic examination assessment
(D) inpatient satisfaction
(E) plus/minus points
Six, the assessment results
All the results of the assessment is linked to the annual comprehensive assessment, and as the end of the year evaluation, title promotion, job promotion, as one of the important basis. Annual specialist theory and operation assessment results feedback to the head nurse, the head nurse is responsible for recording in the head nurse manual and nurse institutionalized training manual, and linked to the end of the year technical title assessment, the results of those who do not pass can not be assessed as superior and competent (assessment of the use of a four-class system: superior, competent, basically competent, incompetent), unexplained non-participation in the assessment of the assessment of the assessment of the incompetent.
;