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Starting in 2009, public hospital as the emphasis of the reform, become pay more attention to the object, early 2010 ministry and respectively held public hospital reform pilot work conference and national nursing work conference, February 11, and issued afiveministries promulgated "about print and distribute public hospital reform pilot’s instructionopinion", one of the contents is healthy public hospital supervision mechanism. Implementation of the hospital information openness, improve public hospital performance appraisal system, strengthen the safety of medical treatment quality and economic operation regulation, the reform of hospital internal operation mechanism, deepen the public hospital personnel system reform, improve allocate incentive mechanism. In response to the policy of the country and the ministry of the conference spirit, the nation each big public hospital began to conduct performance reformThis paper expatiates the object is YuCheng city municipal hospital in shandong province, municipal hospital is a secondary grade a comprehensive hospital, is faced with many problems, such as lack of scientific incentive mechanism and satisfactory distribution system, resulting in the loss of talented people, public hospital work enthusiasm is reduced, and the service efficiency is low, resource utilization efficiency low, causing on low-income patients equanimity, patient satisfaction decrease etc, there is no perfect performance evaluation system, so there is no effective incentive mechanism and the distribution system, we must reform the hospital operation mechanism to solve these outstanding problems. With the transformation of medical model, the nurse status and role of becomes more and more social concern, hospital human resource ratio, nursing staff account for the vast majority part, the reform should reform nursing patterns, reform the management mode, promote nurse nurse personnel system, performance evaluation system, salary system, and finally make nurse to love their work, provide satisfactory service for the patient to nurse the implementation of scientific performance evaluation, reasonable distribution of wages and salaries, mobilize the enthusiasm of nurses, public hospital was internal operation mechanism reform need to take the first step. This paper is to the municipal hospital nurse is performance evaluation system of research, to construct a suitable for hospital itself of performance evaluation system.This paper is the innovation points of performance appraisal index system establishment and KPI key index evaluation method, the method of comprehensive evaluation 360, the construction of the indicator system is performance evaluation system in the most critical step, through to the hospital departments on-the-spot investigation to determine performance assessment of the four dimensions:daily work, responsibilities, ability and attitudes, and patient relationship. Through consulting various domestic and international information, frontiers and papers, combining the traditional "of morality, ability, work, performance assessment standards, from" tasks, responsibilities, ability and moral attitude, nurses four aspects of the hospital development goal, the department work target to nurse the decomposition of performance evaluation indicator, make the individual indexes can better with department goal together. Task, responsibilities and nursing quality association, with patients and patient relationship is received. With the hospital directly benefit, credit hook, KPI target key indicator is determined as the department plan, the quality of nursing, patient satisfaction and patient complaints. Ability and attitude assessment dimensions need 360 degree examination method, is in charge of the nursing presidents, nurses, department director, director of the department head nurse, smooth level with department of patients are nurse, responsible to be assessed by obtaining determined separately according to the working relationship caffeine, the weights of the comprehensive each score points and to determine the weighing capacity and attitude assessment dimensions caffeine grades. So, in establishing evaluation indicator system, on the basis of the KPI index and key 360 degrees assessment method combined, it is concluded that the impact assessment according to the design of the score after grades form, respectively determine caffeine levels and select what star nurse, evaluation score tied directly with performance-based pay according to the design of performance, wages calculated the ultimate performance coefficient of wages, according to the grade of each assessed results feedback, namely in the evaluation results of evaluation, incentive every caffeine, assessment results for personal training and development and know the decision-making.
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