阅读说明：本技术 一种医院后勤人员绩效的综合评价方法 (A kind of integrated evaluating method of Hospital Logistic personnel performance ) 是由 黄家昌 陈杜添 吴小军 何晴晴 于 2019-07-30 设计创作，主要内容包括：本发明提供了绩效评价领域的一种医院后勤人员绩效的综合评价方法,包括如下步骤：步骤S1、设定一科室评分表、一一级科室评价结果表以及一二级科室评价结果表,并对各科室进行评价；步骤S2、对岗位进行梳理、并编制岗位说明书以及岗位评价系数,对科室岗位进行评价；步骤S3、设定一个人素质系数表,对个人素质进行评价；步骤S4、设定一科室绩效评价表以及一个人绩效评价表,对科室绩效以及个人绩效进行评价；步骤S5、设定一干部绩效评价规则以及一领导绩效评价规则,并对干部和领导的绩效进行评价。本发明的优点在于：实现对医院后勤人员绩效进行综合评价,进而调动医院后勤人员的工作积极性,提升个人薪酬水平。(The present invention provides the integrated evaluating methods of Hospital Logistic personnel performance in performance appraisal field a kind of, include the following steps: step S1, one department's grade form of setting, a level-one department evaluation result table and a second level department evaluation result table, and each department is evaluated；Step S2, post specification and job evualtion coefficient are combed and worked out to post, and department post is evaluated；Step S3, people's quality coefficient table is set, personal quality is evaluated；Step S4, department's performance appraisal table and an Individual Performance evaluation table are set, department's performance and Individual Performance are evaluated；Step S5, one cadre's performance appraisal rule of setting and leader's performance appraisal rule, and the performance of cadre and leader are evaluated.Overall merit is carried out to Hospital Logistic personnel performance the present invention has the advantages that realizing, and then transfers the work incentive of Hospital Logistic personnel, it is horizontal to promote personal emolument.)

1. a kind of integrated evaluating method of Hospital Logistic personnel performance, characterized by the following steps:

Step S1, department's grade form, a level-one department evaluation result table and a second level department evaluation result table, and benefit are set Each department is evaluated with department's grade form, level-one department evaluation result table and second level department evaluation result table；

Step S2, post specification and job evualtion coefficient are combed and worked out to post, utilize the post specification And job evualtion coefficient evaluates department post；

Step S3, people's quality coefficient table is set, personal quality is evaluated using people's quality coefficient table；

Step S4, department's performance appraisal table and an Individual Performance evaluation table are set, department's performance appraisal table pair is utilized Department's performance is evaluated, and is evaluated using the Individual Performance evaluation table Individual Performance；

Step S5, one cadre's performance appraisal rule of setting and leader's performance appraisal rule, and commented using cadre's performance Valence rule and leader's performance appraisal rule evaluate the performance of cadre and leader.

2. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Department's grade form in S1 specifically includes first class index, two-level index, index definition, weight and scoring；

The first class index includes working quantity, work quality, professional, working efficiency and service satisfaction；

The two-level index of the working quantity includes plan completeness, operating pressure and operating time behavior；The as received basis The two-level index of amount includes task complexity, cooperation and communication, responsibility weight and work effect；The professional two-level index Including professional difficulty, working experience, Capability Requirement, knowledge and minimum educational requirement；The second level of the working efficiency refers to Mark includes task performance, working method and innovation ability；The service satisfaction includes attitude, dispute complaint, responsibility Consciousness and Collaboration support.

3. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Level-one department evaluation result table in S1 includes department's code, level-one department, department's evaluation result, ranking and department's coefficient.

4. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Second level department evaluation result table in S1 includes department's code, second level department, corresponding level-one department, department's evaluation result, ranking And department's coefficient.

5. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step S2 specifically:

Each department is commented with him by self-appraisal and is combed to post, determine this department according to the necessity and reasonability in post Most scientific post establishment；

Establishment includes the post specification of work item, working time, working method and working strength；Define job evualtion system Number=post task working hour number/reality number working hour number on duty, wherein when post task working hour number=Σ post project chief engineer, When the practical number working hour number=post Σ everyone actual items chief engineer on duty；Utilize the post specification and job evualtion Coefficient evaluates department post.

6. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Personal quality coefficient table in S3 includes profile and score value；The profile include education background, working experience with And academic title.

7. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Department's performance appraisal table in S4 includes department's code, department, the original work point of department, department's coefficient, the practical work point of department, administration Logistics unit work point performance, comprehensive quality examination and administration and logistics department performance.

8. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Individual Performance evaluation table in S4 includes department's code, department, every employee's unit post quality performance, post coefficient, personal element Matter coefficient, personal rewards and punishments work point performance and common employee's Individual Performance.

9. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Cadre's performance appraisal rule in S5 specifically:

The functional common employee's highest performance * staff section highest coefficient 1.3 of officers' post performance=this department；

The common employee's highest performance * staff section highest coefficient 1.2 of middle-ranking officials' achivement=this department；

Cadre's Individual Performance=officers' post performance * cadre individual quality coefficient+individual's rewards and punishments work point performance.

10. a kind of integrated evaluating method of Hospital Logistic personnel performance as described in claim 1, it is characterised in that: the step Leader's performance appraisal rule in rapid S5 specifically:

Leader with specific duties's coefficient=Σ is in charge of coefficient corresponding to department.

Technical field

The present invention relates to performance appraisal fields, refer in particular to the integrated evaluating method of Hospital Logistic personnel performance a kind of.

Background technique

Hospital Logistic department carries the function of comprehensive hospital coordination, service guarantee, management control, it is therefore necessary to doctor The rear service personnel of logistics department, institute carries out performance appraisal, to promote the work incentive of rear service personnel.

Traditionally, the evaluation for Hospital Logistic personnel performance is unilateral, for example, by using the performance appraisal of equalization, or Person is evaluated by academic title, leads to the evaluation of performance not objective and fair.Therefore, how to provide a kind of Hospital Logistic personnel performance's Integrated evaluating method is realized and carries out overall merit to Hospital Logistic personnel performance, and then transfers the work product of Hospital Logistic personnel Polarity promotes personal emolument level, becomes a urgent problem to be solved.

Summary of the invention

The technical problem to be solved in the present invention is to provide the integrated evaluating method of Hospital Logistic personnel performance a kind of, real Overall merit now is carried out to Hospital Logistic personnel performance, and then transfers the work incentive of Hospital Logistic personnel, promotes personal firewood Reward is horizontal.

The present invention is implemented as follows: a kind of integrated evaluating method of Hospital Logistic personnel performance, includes the following steps:

Step S1, department's grade form, a level-one department evaluation result table and a second level department evaluation result table are set, And each department is commented using department's grade form, level-one department evaluation result table and second level department evaluation result table Valence；

Step S2, post specification and job evualtion coefficient are combed and worked out to post, are said using the post Bright book and job evualtion coefficient evaluate department post；

Step S3, people's quality coefficient table is set, personal quality is evaluated using people's quality coefficient table；

Step S4, department's performance appraisal table and an Individual Performance evaluation table are set, department's performance appraisal is utilized Table evaluates department's performance, is evaluated using the Individual Performance evaluation table Individual Performance；

Step S5, one cadre's performance appraisal rule of setting and leader's performance appraisal rule, and utilize cadre's achievement Effect evaluation rule and leader's performance appraisal rule evaluate the performance of cadre and leader.

Further, department's grade form in the step S1 specifically include first class index, two-level index, index definition, Weight and scoring；

The first class index includes working quantity, work quality, professional, working efficiency and service satisfaction；

The two-level index of the working quantity includes plan completeness, operating pressure and operating time behavior；The work The two-level index for making quality includes task complexity, cooperation and communication, responsibility weight and work effect；The professional second level Index includes professional difficulty, working experience, Capability Requirement, knowledge and minimum educational requirement；The two of the working efficiency Grade index includes task performance, working method and innovation ability；The service satisfaction include attitude, dispute complain, Responsibility consciousness and Collaboration support.

Further, the level-one department evaluation result table in the step S1 includes that department's code, level-one department, department are commented Valence result, ranking and department's coefficient.

Further, the second level department evaluation result table in the step S1 includes department's code, second level department, corresponding one Grade department, department's evaluation result, ranking and department's coefficient.

Further, the step S2 specifically:

Each department is commented with him by self-appraisal and is combed to post according to the necessity and reasonability in post, determines this The most scientific post establishment of department；

Establishment includes the post specification of work item, working time, working method and working strength；Post is defined to comment Valence coefficient=post task working hour number/reality number working hour number on duty, wherein post task working hour number=Σ post project is total Working hour, actually when the number working hour number=post Σ everyone actual items chief engineer on duty；Utilize the post specification and hilllock Position evaluation coefficient evaluates department post.

Further, the personal quality coefficient table in the step S3 includes profile and score value；Individual's energy Power includes education background, working experience and academic title.

Further, department's performance appraisal table in the step S4 include department's code, department, the original work point of department, Department's coefficient, the practical work point of department, administration and logistics unit work point performance, comprehensive quality examination and administration and logistics department performance.

Further, the Individual Performance evaluation table in the step S4 includes department's code, department, every employee's unit post Quality performance, post coefficient, personal quality coefficient, personal rewards and punishments work point performance and common employee's Individual Performance.

Further, cadre's performance appraisal rule in the step S5 specifically:

The functional common employee's highest performance * staff section highest coefficient 1.3 of officers' post performance=this department；

The common employee's highest performance * staff section highest coefficient 1.2 of middle-ranking officials' achivement=this department；

Cadre's Individual Performance=officers' post performance * cadre individual quality coefficient+individual's rewards and punishments work point performance.

Further, leader's performance appraisal rule in the step S5 specifically:

Leader with specific duties's coefficient=Σ is in charge of coefficient corresponding to department.

The present invention has the advantages that

1, pass through setting department's grade form, level-one department evaluation result table, second level department evaluation result table, post explanation Book, job evualtion coefficient, personal quality coefficient table, department's performance appraisal table, Individual Performance evaluation table, cadre's performance appraisal rule And leader performance appraisal rule to Hospital Logistic personnel carry out 360 degree evaluations, realization to Hospital Logistic personnel performance into Row overall merit, and then the work incentive of Hospital Logistic personnel is transferred, it is horizontal to promote personal emolument.

2, using 360 degree of wire examination methods, by department's grade form, from working quantity, work quality, professional, work effect Five dimensions of rate and service satisfaction, synthesis obtain each staff section evaluation coefficient, each staff section of administration and logistics are passed through Department's coefficient is able to scientific differentiation.

3, by self-appraisal and he comment and post combed, more it is objective obtain each post job needed for working hour, and In the distribution of section, institute level-one, in conjunction with department's coefficient and job working hour number, solving administration and logistics person works examination can not be measured Change problem.

4, it is based on post specification, post is evaluated according to post project working hour, post number, obtains department post Evaluation coefficient；Based on education background, working experience, academic title's three elements, profile's coefficient is obtained；In department's secondary distribution, In conjunction with post coefficient and profile's coefficient, scientific and reasonable realization secondary distribution takes into account workload and management balance, effectively motivates Administration and logistics personnel's enthusiasm.

Detailed description of the invention

The present invention is further illustrated in conjunction with the embodiments with reference to the accompanying drawings.

Fig. 1 is a kind of flow chart of the integrated evaluating method of Hospital Logistic personnel performance of the present invention.

Specific embodiment

It please refers to shown in Fig. 1, a kind of preferred embodiment of the integrated evaluating method of Hospital Logistic personnel performance of the present invention, packet Include following steps:

Step S1, department's grade form, a level-one department evaluation result table and a second level department evaluation result table are set, And each department is commented using department's grade form, level-one department evaluation result table and second level department evaluation result table Valence；

Step S2, post specification and job evualtion coefficient are combed and worked out to post, are said using the post Bright book and job evualtion coefficient evaluate department post；

Step S3, people's quality coefficient table is set, personal quality is evaluated using people's quality coefficient table；

Step S4, department's performance appraisal table and an Individual Performance evaluation table are set, department's performance appraisal is utilized Table evaluates department's performance, is evaluated using the Individual Performance evaluation table Individual Performance；

Step S5, one cadre's performance appraisal rule of setting and leader's performance appraisal rule, and utilize cadre's achievement Effect evaluation rule and leader's performance appraisal rule evaluate the performance of cadre and leader.

Department's grade form in the step S1 specifically includes first class index, two-level index, index definition, weight and comments Point；

The first class index includes working quantity, work quality, professional, working efficiency and service satisfaction；

The two-level index of the working quantity includes plan completeness, operating pressure and operating time behavior；The work The two-level index for making quality includes task complexity, cooperation and communication, responsibility weight and work effect；The professional second level Index includes professional difficulty, working experience, Capability Requirement, knowledge and minimum educational requirement；The two of the working efficiency Grade index includes task performance, working method and innovation ability；The service satisfaction include attitude, dispute complain, Responsibility consciousness and Collaboration support.

Department's grade form:

Scoring: each index 10 is divided, and adds up to 50 points；Weight: being scored using 360 degree of wire examination methods, wherein main neck It leads weight and accounts for 30%；Deputy leader weight accounts for 30%；Functional department's weight accounts for 20%；Other weights account for 20%；Evaluation: according to knot Fruit ranking obtains each department's annual appraisal result coefficient, and it is 1/3 that each coefficient, which corresponds to department's quantity and accounts for whole department's quantity ratios,.

Level-one department evaluation result table in the step S1 includes department's code, level-one department, department's evaluation result, row Name and department's coefficient.

Level-one department evaluation result table:

Second level department evaluation result table in the step S1 includes department's code, second level department, corresponding level-one department, section Room evaluation result, ranking and department's coefficient.

Second level department evaluation result table:

The step S2 specifically:

Each department is commented with him by self-appraisal and is combed to post according to the necessity and reasonability in post, determines this The most scientific post establishment of department；

Establishment includes the post specification of work item, working time, working method and working strength；Realization is set by hilllock People, rather than the personnel's mechanism posted a sentry by people；

Job evualtion coefficient=post task working hour number/reality number working hour number on duty is defined, wherein post task working hour When the project chief engineer of the post number=Σ, actually when the number working hour number=post Σ everyone actual items chief engineer on duty；Using institute It states post specification and job evualtion coefficient evaluates department post.

Personal quality coefficient table in the step S3 includes profile and score value；The profile includes education Background, working experience and academic title.

Personal quality coefficient table:

Other than personal quality coefficient refers to the condition in addition to having post specification requirement, individual has more abilities or quality Addition evaluation coefficient, which is made of post coefficient and capacity factor.Personal quality coefficient=1+ capacity factor N.

Department's performance appraisal table in the step S4 include department's code, department, the original work point of department, department's coefficient, The practical work point of department, administration and logistics unit work point performance, comprehensive quality examination and administration and logistics department performance.

Department's performance appraisal table:

1, of that month administration and logistics performance total value=this month performance total value 10%；2, administration and logistics unit work point performance=this month The practical total work point of administration and logistics performance total value/administration and logistics；3, administration and logistics department performance=(administration and logistics unit work point achievement Imitate the practical work point of * department) examination point of * comprehensive quality.

Individual Performance evaluation table in the step S4 include department's code, department, every employee's unit post quality performance, Post coefficient, personal quality coefficient, personal rewards and punishments work point performance and common employee's Individual Performance.

People's performance appraisal table:

1, every employee's unit post, quality performance=(administration and logistics department performance/Σ (everyone post coefficient * of the department Personal quality coefficient))；2, common employee's Individual Performance=(* people's quality coefficient of post coefficient) * every employee's unit post, element (personal rewards and punishments include: to publish thesis to matter performance+individual's rewards and punishments work point performance, participation project, and prize-winning equal reward of competing is disobeyed with various Anti- hospital regulations etc. are withholdd).

Cadre's performance appraisal rule in the step S5 specifically:

The functional common employee's highest performance * staff section highest coefficient 1.3 of officers' post performance=this department；

The common employee's highest performance * staff section highest coefficient 1.2 of middle-ranking officials' achivement=this department；

Cadre's Individual Performance=officers' post performance * cadre individual quality coefficient+individual's rewards and punishments work point performance.

Leader's performance appraisal rule in the step S5 specifically:

Leader with specific duties's coefficient=Σ is in charge of coefficient corresponding to department.

In conclusion the present invention has the advantages that

1, pass through setting department's grade form, level-one department evaluation result table, second level department evaluation result table, post explanation Book, job evualtion coefficient, personal quality coefficient table, department's performance appraisal table, Individual Performance evaluation table, cadre's performance appraisal rule And leader performance appraisal rule to Hospital Logistic personnel carry out 360 degree evaluations, realization to Hospital Logistic personnel performance into Row overall merit, and then the work incentive of Hospital Logistic personnel is transferred, it is horizontal to promote personal emolument.

2, using 360 degree of wire examination methods, by department's grade form, from working quantity, work quality, professional, work effect Five dimensions of rate and service satisfaction, synthesis obtain each staff section evaluation coefficient, each staff section of administration and logistics are passed through Department's coefficient is able to scientific differentiation.

3, by self-appraisal and he comment and post combed, more it is objective obtain each post job needed for working hour, and In the distribution of section, institute level-one, in conjunction with department's coefficient and job working hour number, solving administration and logistics person works examination can not be measured Change problem.

4, it is based on post specification, post is evaluated according to post project working hour, post number, obtains department post Evaluation coefficient；Based on education background, working experience, academic title's three elements, profile's coefficient is obtained；In department's secondary distribution, In conjunction with post coefficient and profile's coefficient, scientific and reasonable realization secondary distribution takes into account workload and management balance, effectively motivates Administration and logistics personnel's enthusiasm.

Although specific embodiments of the present invention have been described above, those familiar with the art should be managed Solution, we are merely exemplary described specific embodiment, rather than for the restriction to the scope of the present invention, it is familiar with this The technical staff in field should be covered of the invention according to modification and variation equivalent made by spirit of the invention In scope of the claimed protection.