Performance management: refers to the continuous cycle process in which managers and employees at all levels participate in the formulation of performance plans, performance coaching and communication, performance evaluation, application of performance results and improvement of performance objectives in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.
The process of performance management is usually regarded as a cycle, which is divided into four links, namely: performance planning, performance coaching, performance appraisal and performance feedback. Performance appraisal refers to the process in which the assessment subjects use scientific assessment methods to evaluate the completion of employees' work tasks, the performance of employees' job responsibilities and the development of employees, and feed back the evaluation results to employees. It is a systematic project and a means in the process of performance management.
According to the management theme, performance management can be divided into two categories:
One is incentive performance management, that is, encouragement and encouragement, which is an indispensable link and activity in management activities. Focus on stimulating the enthusiasm of employees, which is more suitable for growing enterprises or organizations;
The other is performance management based on management, which focuses on standardizing employees' work behavior and is more suitable for mature enterprises or organizations. But no matter which assessment method is adopted, its core should be conducive to improving the overall performance of enterprises, rather than haggling over the scores of indicators.
As a key department of the hospital, CSSD can evaluate the results of staffing and training through performance management, reward and punish employees, and provide a basis for personnel decision-making. According to the requirements of different positions for knowledge, skills, ability and performance, CSSD can quantitatively evaluate employees' work attitude and effectiveness through various assessment methods, and improve employees' professional knowledge, skill level, active service awareness and service effectiveness through rewards and punishments. Encourage employees to evaluate themselves correctly, clarify the direction of self-efforts and development, and enhance team cohesion.
The purpose of CSSD performance management:
1) Based on the refined data of quality management, realize the post and personnel allocation, and define the high-risk and high-tech posts and work contents of CSSD.
2) All employees can * * * share the achievements of the department's professional development and improve the reasonable salary system that meets the professional development goals of CSSD.
3) Improve the enthusiasm and cost awareness of employees, reduce the operating cost of CSSD, improve the quality and operating efficiency of CSSD, and realize harmonious and sustainable development.
Principles of CSSD performance management:
1) Fairness and seeking truth from facts: solicit opinions from employees extensively, formulate operational and targeted assessment standards according to workload, post differences, technical difficulties and risks, and evaluate employees' work performance, attitude and ability realistically according to the assessment standards.
2) Democracy and openness: Before the performance appraisal, the appraisal standards, procedures and methods of each post and job should be made public. The results of performance appraisal should be made public in time, so as to make the appraisal open and transparent.
3) Classification and stratification, simple and applicable: performance appraisal can be classified and stratified, and different assessment standards and methods can be formulated for people of different positions and levels.
4) Comprehensive assessment: Comprehensive assessment is a combination of individual self-assessment, peer evaluation and organizational evaluation. Comprehensive assessment should pay attention to the combination of qualitative and quantitative assessment, mainly quantitative assessment, and the combination of comprehensive assessment and qualitative assessment.
Organization scale and performance management degree:
1-20 people: no formal performance management is needed;
20-80 people: need simple performance management;
More than 80 people: Systematic and standardized performance management is necessary.
The (process) method of CSSD performance management;
From the performance management cycle model (see figure 1), we can see that the following four aspects are very important links to achieve a virtuous cycle of performance management: first, management by objectives; Second, performance appraisal; Third, incentive control; Fourth, evaluation.
Performance management is divided into four stages: preparation stage, implementation stage, evaluation stage and summary stage.
First: the preparation stage
Provide all kinds of pre-guarantee for the operation of performance management system. To carry out performance management, it is important for every staff member to be clear about its significance and purpose, actively participate in the whole process of performance management, recognize performance evaluation methods, and determine a performance evaluation book (index) and system that meets the requirements of performance management operating procedures.
1) Establish the performance evaluation index and system of CSSD: according to the work area, determine the performance standard based on the work instruction and quality evaluation index. (Decontamination area, inspection area, packaging sterilization area and sterile goods storage area respectively, and work instructions and operating procedures for each post shall be established. Operating procedures include operating instructions, quality requirements, routine maintenance and troubleshooting. Evaluate and record the actual effect of the work regularly. )
2) Develop performance evaluation standards: Based on the basic requirements of the work, performance evaluation standards generally include two basic contents:
(1) job responsibilities, work quality and quantity and some related indicators;
(2) make it clear that the assessed person has specific job requirements. Because each index has different influence on the work, different weights should be given to each index of each post to reflect the relative importance of each work element.
Performance appraisal is the most important part of performance management, which aims to correctly evaluate the performance of organizations or individuals and effectively motivate them. General performance appraisal projects can be carried out from the following aspects, the specific content depends on the situation of each unit:
1) professional qualifications: including education, length of service, professional title, level, etc. Among them, the grade coefficient and professional title coefficient are different according to the grade management mode and professional title of hospital nurses.
2) Business ability: post competence (such as setting different post coefficients according to the technical difficulty and risk of the post).
3) Work performance: including workload, completion of work quality and whether there are any mistakes in daily work;
4) Learning ability: participate in business learning, participate in business learning and teaching, take theoretical and skill examinations in nursing departments and departments, and publish scientific research papers.
5) Professional innovation ability: small innovation in work, improvement of work efficiency, etc.
6) Medical ethics: gfd, service attitude (such as satisfaction survey), participation in various activities, professional ethics, obedience to arrangements, proactive work, conscientious performance of post responsibilities, teamwork, labor discipline, etc.
7) Honorary title: winning various awards and receiving favorable comments at work, etc.
Second: the implementation stage
Formulate detailed rules for performance appraisal, determine the appraisal object, appraisal proportion, appraisal time and appraisal standard score, and then formulate appraisal objectives and standards, and conduct them regularly every month and year. The performance appraisal is applied to comprehensively evaluate the work performance of all the staff, which is carried out step by step according to the nursing level management, and is linked with my salary performance and incorporated into the hospital performance management system.
The contents and methods of evaluation must be credible. The credibility of evaluation method refers to the reliability of performance evaluation results. Effectiveness refers to the evaluation of the degree of realization of expected goals. Although different evaluation methods are needed due to the influence of the purpose, conditions and actual conditions of each working procedure in CSSD, we should still pay attention to meeting the basic requirements of ensuring the effectiveness of performance evaluation, reflecting the management objectives and evaluation objectives of CSSD, and playing a positive role in guiding and motivating employees' work. The evaluation method adopted can objectively and truly evaluate the work of nursing staff, which is simple, effective and easy to operate.
Performance evaluation method:
1) Simple list method: make an appraisal form, list the standard performance of employees in the form of menu, and score it, then compare it with the performance of appraisers and fill in the appraisal score. The performance evaluator evaluates the assessed according to the scoring items. This method is a commonly used year-end assessment method in hospitals.
2) Weighted total algorithm: The hospital scores the personnel performance of each dimension according to the differences of different personnel positions and performance requirements, then determines its weight according to the importance of the performance of each dimension in the total performance, and finally weights the total. For example, hospital managers, professional technicians and workers have different weight scores in the assessment items, and different personnel have different performance assessments.
3) Narrative method: This evaluation method is an evaluation method in which the evaluator describes the performance of nursing staff in concise words. This method focuses on describing the outstanding performance of nurses in their work, rather than their daily performance. Its content and form are eclectic, there is no dimension, scale, data and format, and it is simple and easy to shape, so it is still widely used today. However, due to pure qualitative comments, it is inevitable to have the subjective impression of the evaluator, and it is difficult to make accurate evaluation and comparative analysis.
4) Critical Incident Method: This evaluation method records the most favorable and unfavorable work behaviors of employees as the evaluation basis. When a person's behavior has a significant impact on the work and efficiency of a department or organization, whether it is positive or negative, the examiner should record it in time. This kind of event is called critical event. In the later stage of performance evaluation, the evaluator should combine these records and other materials to comprehensively evaluate the performance of nurses.
Third: the evaluation stage.
In the process of performance appraisal in CSSD, the actual performance of specific staff or managers should be compared with the established standards on the basis of performance appraisal standards for personnel at all levels, and analyzed and evaluated.
Matters needing attention in the comparison include: improving the accuracy of performance appraisal, ensuring the fairness of performance appraisal, and ensuring that the performance appraisal system and employee complaint system can operate well. According to the time of performance appraisal, feedback the appraisal results, and at the same time test the accuracy and conciseness of the appraisal form, indicators and standards. And constantly improve and revise, in order to achieve the purpose of performance appraisal.
Fourth: the summary stage
Summarizing and feeding back the performance results is an important duty that the competent department and CSSD managers should perform. Its purpose is not only to let the assessed know their own work situation, but also to promote managers and employees to analyze the shortcomings in their work together and determine improvement measures.
Because the evaluator must convey the information of praise and suggestive criticism when evaluating feedback, it is a test for both the evaluator and the evaluated. Because the information feedback method or formulation is improper, it will bring negative influence to employees and be extremely unfavorable to future work. The focus of the evaluator is not only to emphasize the positive aspects of employees' job performance, but also to discuss the aspects that employees need to improve in their work, and jointly make improvement plans to improve employees' future job performance.
1) hold a performance management summary meeting once a month or every quarter, find problems through performance evaluation and analysis, and feed them back to relevant departments and employees in time to ensure the effective operation of the work.
2) Managers should sum up opinions from all sides and write specific and detailed analysis reports on the problems existing in performance appraisal. On the basis of repeated argumentation, the performance management system, management system, performance evaluation indicators and standards, evaluation forms and other related contents of CSSD are adjusted, and specific plans are formulated.
3) Complete the evaluation work on a regular basis and form an analysis summary report of the evaluation results.