Design and implementation of post level management and secondary performance assessment and distribution in Central Supply Service Department
10.3760/cma.j.issn.1674-2907.2020.05.013
- VernacularTitle:消毒供应中心人员岗位层级管理与绩效二次考核分配体系的设计与实施
- Author:
Chunmei SHAO
1
;
Hongying SHI
;
Xuehong CHAI
;
Ying SONG
;
Yaying HAN
;
Xiying CHAI
Author Information
1. 河南省商丘市第一人民医院消毒供应中心 476100
- Keywords:
Nursing management research;
Central Supply Service Department;
Position management;
Secondary performance assessment;
Specialist development
- From:
Chinese Journal of Modern Nursing
2020;26(5):622-626
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To explore the effects of post level management and secondary performance distribution in the Central Supply Service Department.Methods:From January 2019, the job categories, job labor intensity, technical risk level, division of professional staff, specialist training, job description revision, job capability and other aspects of all staff ( n=67) of Central Supply Service Department of the First People's Hospital of Shangqiu, Henan were set up, and the competitive employment mechanism was applied. Based on the total amount of performance issued by the Nursing Department according to the total number of people in the disinfection supply center, the scientific design and implementation of post performance secondary assessment distribution and post promotion were carried out according to post workload, work quality, technical research, service satisfaction and so on. Results:The difference in the results of comprehensive skills assessment of nurses before and after the performance of secondary assessment and distribution management was statistically significant ( P<0.05) . The difference of job satisfaction of disinfection and supply center among different departments was statistically significant ( P<0.05) . There was statistical significance in the comparison of quality control defects in quality control examination of department ( P<0.05) . In the democratic evaluation of staff, 43 were very satisfied with the performance distribution, 3 were dissatisfied. The content of dissatisfaction was the coefficient in lactation has no difference from other posts. Conclusions:The implementation of the post level management and secondary performance assessment in the Central Supply Service Department has stimulated the potential of nurses at all levels, aroused their enthusiasm for work, and set up goals for everybody. All staff participating in the management improved the work efficiency and quality, guaranteed the nursing safety and the work operation, achieving the satisfactory effect.
