In order to ensure the scientific and orderly progress of things or work, it is often necessary to make plans in advance. The contents of the plan are mostly the work of superiors and subordinates or involving a large area, and are generally distributed in the form of "file headers". So what problems should we pay attention to when making a plan? The following is the hospital performance appraisal scheme I collected for you. Welcome everyone to learn from it, I hope it will help you.
Hospital performance appraisal scheme 1 According to the regulations of the hospital on performance appraisal, the implementation scheme of performance appraisal in the clinical laboratory is formulated, please follow it.
I. Evaluation objectives and principles
Objective: Through performance appraisal, to further clarify work tasks and behavior norms, improve professional quality and work enthusiasm, reward diligence and punish laziness, and eliminate the fittest.
Principle: adhere to the principle of seeking truth from facts, objectivity and fairness, and adhere to the principle of combining qualitative assessment with quantitative assessment.
Second, the evaluation object and time limit
From August 1 day of 20XX, all employees in the clinical laboratory will implement a performance appraisal system, which will be assessed once a month. New employees will be included in the assessment in the month after they become full members.
III. Main contents of the assessment
(1) Work discipline: strictly abide by the employee handbook and various rules and regulations of the hospital, love your job and have a sense of responsibility.
(2) Medical quality: strictly abide by health laws and regulations, health administrative rules and regulations, and medical ethics, and strictly implement the check-up system and operating procedures for diagnosis and treatment to ensure medical quality and safety.
(3) Service quality: the service language is civilized and standardized, the service attitude is good, and there is no "raw, cold, hard, top, push and drag" phenomenon. Conscientiously implement the service commitment, strengthen communication with patients, consciously accept supervision, and build a harmonious doctor-patient relationship.
(4) Clinical communication: strengthen communication and coordination with clinical departments, complement each other's advantages, advocate good, harmonious and simple interpersonal relationships, seek common ground while reserving differences, and enhance the cohesion of work.
(5) Attendance: Encourage employees to attend attendance to improve work efficiency.
(six) bonus points: including the praise of administrative departments at all levels, the media or patients, and the professional and technical qualifications of health.
Fourth, the evaluation method.
(a) the performance appraisal basis is divided into 80 points, and the professional qualification is 20 points. According to the main contents of the assessment, the assessment is divided into four items and scored separately. At the same time, refine and quantify the assessment content, set assessment indicators and standards, and set up criteria for adding points and deducting points. The evaluation is divided into basic points+professional qualification points+bonus points.
(two) the evaluation work is divided into two steps:
1. Department evaluation. The department shall establish a record of employees' daily work behavior, and designate a special person (or supervisor) to make a daily record of employees' work behavior in this department. Department according to everyone's daily' work behavior control' of the clinical laboratory performance appraisal standards for assessment, before the 5th of each month, the assessment results will be submitted to the hospital office.
2. Overall evaluation of the hospital. Organized and implemented by the hospital performance appraisal working group, according to the examination results of departments, the specific conditions reflected by daily inspection, questionnaire survey, patient response, complaints and reports, praise and reward are taken as an important reference for evaluating each employee and making performance appraisal conclusions.
Application of verb (abbreviation of verb) evaluation results and related requirements
(1) The results of performance appraisal shall be incorporated into employees' personal files as an important basis for year-end appraisal.
(2) Performance appraisal results are linked to bonuses. Divide the bonus of the department by the total score of the department to calculate the salary per minute, and then multiply the employee performance appraisal score by the salary per minute to calculate the employee's personal bonus.
Salary per minute = total bonus ÷ total department score.
Employee personal bonus = employee performance appraisal score × salary value per minute.
(3) Rank the performance appraisal results, select the best candidates and give fixed extra rewards. If the score of two consecutive performance appraisals is lower than 70, or the score of three or more performance appraisals in a year is lower than 70, the employee will be interviewed.
Performance appraisal can fully reflect employees' work achievements and values, sum up work gains and losses, and improve work level. At the same time, performance appraisal strengthens the communication between superiors and subordinates, improves the management level of hospitals and departments, and is an important way to build a harmonious corporate culture. Everyone should fully understand the importance of performance appraisal, study hard, make clear the work requirements, and do a good job in performance appraisal of employees in this department.
The second scheme of hospital performance appraisal is to strengthen the performance appraisal of xx county-level public hospitals, improve the quality and efficiency of medical services, enhance the vitality of county-level public hospitals, and safeguard the public welfare of county-level public hospitals. According to the spirit of "Implementation Opinions of the General Office of the Guangxi Zhuang Autonomous Region Government on Comprehensively Promoting the Comprehensive Reform of County-level Public Hospitals" (Zheng Gui Ban Fa [20xx] No.61), these measures are formulated.
First, the evaluation object
Under the leadership of the county government, the administrative department of health and family planning took the lead in organizing relevant departments to conduct performance appraisal on three county-level public hospitals in our county.
Second, the assessment content
The content of performance appraisal of county-level public hospitals should be closely integrated with the annual work objectives of our county and connected with each other. Includes the following basic contents.
(1) comprehensive management: complete the mandatory tasks of the government, implement zero drug addition and reduce medical expenses, implement measures to facilitate the people and benefit the people, implement refined management of hospitals, undertake the task of training talents in primary medical institutions, strengthen the construction of medical ethics and talent team, strengthen financial and price management, and practice according to law.
(2) Medical quality management: implementation of medical core system, service quantity, service quality, medical expenses, implementation of essential drug system, medical safety management, etc.
(3) Mass evaluation and supervision: hospital affairs publicity, patient satisfaction survey, social supervision and evaluation, hospital staff satisfaction survey, etc.
See Basic Indicators for Performance Appraisal of County-level Public Hospitals in wuxuan county for specific assessment indicators.
And rating scale "(attachment 1) and" satisfaction questionnaire of county-level public hospitals in wuxuan county "(attachment 2).
Iii. evaluation procedures
(1) Set up an evaluation team. Under the leadership of the county government, led by the county health and family planning administrative department, an assessment team was set up with the departments of finance, people and society to conduct performance assessment on county-level public hospitals.
(two) the establishment of evaluation expert database. By the assessment team according to the professional performance appraisal, hire relevant business technology and management experts to establish an assessment expert database. At each evaluation, a certain number of experts are randomly selected to participate in the performance evaluation.
(3) assessment subjects. The assessment team and its assessment expert group assessed three county-level public hospitals according to the Basic Indicators and Scoring Table for Performance Assessment of County-level Public Hospitals in wuxuan county.
(four) assessment methods and cycles. Through consulting documents, on-site inspection, questionnaire survey, debriefing of agency heads, interviews with workers and staff,
The assessment team shall conduct irregular inspections according to these Measures, and conduct centralized assessment on June 65438+1 mid-October every year.
(5) publicity and review. The assessment results should be publicized in county-level public hospitals for not less than 5 working days. If there is any objection to the assessment results, it may be reviewed by the county-level assessment team or the administrative department of health and family planning of Laibin City.
(6) Report and feedback the results. The assessment team should summarize the assessment results before the end of each year 1 1, and report them to the municipal and autonomous region health and family planning administrative departments step by step, and timely feedback to three public hospitals in our county.
Fourth, assessment and evaluation.
Calculation of (1) performance value. There are two methods to calculate the performance value of quantitative indicators: for all the positive control indicators that are required to be increased, such as the number of inpatients per year, the performance value of indicators is calculated according to this formula: performance value = actual completion value/target value × standard score; Where it is required to reduce the reverse control index, such as the average outpatient fee growth rate, the performance value of the index is calculated according to this formula: performance value = target value/actual completion value × standard score.
Qualitative indicators deduct the corresponding standard points according to the specific scoring method of the assessment items, and get the actual performance value.
Each single item will be deducted at most, and no other scores will be involved. The sum of individual work performance values is the total performance value of the assessed unit.
(2) Evaluation. The assessment adopts a percentage system, and the assessment results of county-level public hospitals are divided into three grades: 85 points or more are excellent, 60-85 points are qualified, and 60 points or less are unqualified.
(3) Application of evaluation results. The assessment results serve as the basis for county-level financial arrangements for subsidy funds. Those who pass the examination will be allocated full subsidy funds in that year; If the examination fails, the subsidy funds shall be deducted, and informed criticism shall be ordered to make rectification within a time limit. If the assessment fails for two consecutive years, the person in charge will be dismissed. Specific measures shall be formulated separately.
Verb (abbreviation for verb) job requirements
County-level health and family planning administrative departments refine the performance evaluation index system of three county-level public hospitals, improve evaluation methods, innovate evaluation methods, enhance operability and improve evaluation quality. Under the guidance of county-level health and family planning administrative departments, three county-level public hospitals
According to the relevant systems, we should promptly formulate internal post performance appraisal standards and internal distribution management methods, and establish an internal distribution incentive mechanism that is paid according to posts and work performance. Hospitals regularly assess the performance of departments and employees, and the assessment results are linked to employees' personal income, so as to achieve more work and better pay, appropriately widen the income gap of medical staff, and focus on key positions, business backbones and people with outstanding contributions to mobilize the enthusiasm of medical staff.
All departments should seriously assess the discipline, and it is strictly forbidden to fabricate or tamper with the assessment data, and it is strictly forbidden to use the assessment to seek personal interests, and seriously investigate and deal with fraud to ensure that the assessment is objective and fair. Units and individuals who resort to fraud, intercept, misappropriate or withdraw funds will be notified once they are found, and the funds will be recovered, and the responsibilities will be investigated according to law.
In order to mobilize the enthusiasm and initiative of nursing staff, improve nursing quality and management level, promote the reform of hospital distribution system, fully mobilize the enthusiasm and creativity of nurses, and better promote the sustainable development of nursing work, the performance appraisal scheme for nurses is formulated, with the specific contents as follows:
First, the applicable object:
This system is applicable to all on-the-job nursing staff in our hospital.
Second, the evaluation method
The total score of nurses' performance appraisal 100, including medical ethics, head nurse assessment, three-basic examination, inpatients' satisfaction, plus or minus points, etc.
1, medical ethics
2, the head nurse assessment
The head nurse evaluates the work of nursing staff once a month. The assessment contents include ideology and morality, work responsibility, business ability, work efficiency, team spirit, communication and coordination, service attitude, safety awareness, attendance, mistakes and complaints, etc.
3, three basic examination.
Organize a three-basic theory exam once a month and an operation skill exam once every six months.
4. Hospitalized patient satisfaction survey (full score 100, accounting for 40% of the total performance score): The nursing department issues satisfaction questionnaires to hospitalized patients every month.
5. Reward items
(1) If the patient is praised orally or in writing, the score will be 10 in the current month.
(2) Those who publish papers will be given 10 in the current month.
(3) Those who pass the three-basic theory test or the technical operation test will receive 5 points in the current month.
(4) Take part in the business study of the whole hospital, and add 0.5 points at a time.
6. Deduction items
(1) If an error occurs or a patient complains, 10 will be deducted in the current month.
(2) 5 points will be deducted if the three basics theory or technical operation test fails.
Total score of nurses' personal performance = head nurse's assessment score 30%+ nursing department's assessment score 30%+ patient satisfaction score 40%+ personal addition and subtraction score.
Third, the evaluation requirements
The head nurse should pay attention to performance, be objective and fair, seek truth from facts, and give every nursing staff a fair evaluation.
Fourth, the assessment content:
(A) medical ethics
(1) heal the wounded and rescue the dying, and serve the people wholeheartedly.
⑵ Respect patients' rights and keep medical secrets for patients.
(3) Abide by the law and practice medicine honestly.
(two) the head nurse's assessment of nurses includes:
① Work completion (10)
② Business ability (10 score)
③ Work efficiency (10 score)
④ Work quality (10)
⑤ Labor discipline (10)
6. Work attitude (10)
⑦ Attendance rate (10 score)
Unity and cooperation (10)
Pet-name ruby error accident (10 integral)
Attending service attitude (10)
The full score above is 100, where 100 ~9 1 is excellent, 90~80 is good, 79~60 is qualified, and below 59 is unqualified.
Note: Excellent accounts for 30% of the total number of department nurses, good accounts for 50% of the total number of department nurses, and generally accounts for 20% of the total number of department nurses.
(3) Three-basic examination and evaluation
Satisfaction of inpatients
(5) Plus/minus points
Evaluation results of intransitive verbs
All assessment results are linked to the annual comprehensive assessment, and serve as one of the important bases for year-end assessment, title promotion and job promotion. The results of the annual specialist theory and operation assessment are fed back to the head nurse, who is responsible for recording them in the Manual for Head Nurses and the Manual for Nurses' Institutionalized Training, and linking them with the year-end technical title assessment. Those who fail the assessment cannot be assessed as excellent and competent (the assessment adopts the four-level system of excellent, competent, basically competent and incompetent), and those who fail to participate in the assessment without reason are assessed as incompetent.
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