摘要
为深化卫生系统人事制度的改革,我院1999年对高、中级护理技术人员在定岗、定编、定数量的基础上,以业绩量化考核的得分为依据,实行技术职称评聘分开,即专业技术职称任职资格的评审与聘任相分离。职称的工资只能作为档案工资。只有聘用后才能享受岗位工资,打破了职称能上不能下的终身制。通过2个周期的实践,结果使全院护理人员更新了观念,变被动适应为主动创造条件参与竞争,激发了护理人员的积极性,避免了“人情”关系的负面影响。同时也增强了护理专业队伍的稳定性,使护理队伍的整体素质和护理质量得到进一步提高。
In order to strengthen the reform of human resource in sanitation system, on the base of appointing senior nurses positions, organization and quantity, a new way to employ those senior nurses was carried out. According to the results of examining one' s professional work in quantity, they detached checking up one' s professional qualification from appointing one to a position. That is: detaching one' s professional qualified certificate from his employment, while the salary of the part of certificate only belongs to the basis salary, only when one is employed, he or she can get the another part of salary - post salary. Therefore, it breaks up the old method which means if someone gets professional qualified certificate; he would be employed for life. After the practicing of two periods, the nurses in the hospital all changed their old conception and they all took part in the competition. This new method of employment inspires one to do his best in the work, avoids the bad effects of human relationship, at the same time, it makes the nurses team more stabilized , and improved the quality of nurses team.
出处
《护理管理杂志》
2003年第1期23-24,共2页
Journal of Nursing Administration
关键词
业绩
职称
评聘分开
量化考核
卫生系统人事制度
护理人员
医院管理
professional qualified certificate
detach one' s certificate from his employment
work quantity evaluation
