This paper summarizes the concrete methods of applying the quantitative scoring model in the evaluation of hospital professional titles in recent years, and analyzes and discusses the functions and existing problems of the quantitative scoring model in the evaluation of professional titles.
Finally, it is concluded that the core of the quantitative assessment system is the formulation of assessment indicators. It is necessary to further improve the assessment indicators and appointment mechanism according to the overall development goals of the hospital and the characteristics of the evaluation and appointment of health professional technical posts, thus playing a positive role in improving the overall level of the hospital.
Keywords: quantitative evaluation of professional titles
Health professional technical post is a sign of medical and health personnel's professional technical ability, scientific research achievements and clinical medical level, and it is also one of the important means to evaluate and motivate medical and technical personnel to become talents.
The evaluation and engagement standard of health technical posts plays an important guiding role in the cultivation of the work values and professional technical ability of the majority of medical workers, can enhance the sense of responsibility of professional and technical personnel, stimulate their enterprising spirit, and has a great role in discovering talents, promoting the growth of talents, stabilizing the talent team, improving the comprehensive competitiveness of hospitals and promoting the development of health undertakings.
In order to carry out the evaluation and engagement of professional and technical titles in an orderly manner, according to the evaluation standards of professional and technical titles, combined with the actual work, and on the basis of summing up years of experience, our hospital has formulated a quantitative evaluation form for professional title qualifications, which has been implemented for three years.
This paper analyzes and discusses the application, mechanism and existing problems of quantitative scoring model in the evaluation of professional and technical titles in our college.
First, establish a quantitative assessment index system.
With the rapid development of various businesses in hospitals in recent years, the introduction of professional and technical personnel with doctoral and master's degrees has been intensified, and on-the-job academic education has been encouraged, which has greatly improved the academic level of professional and technical personnel in hospitals.
The improvement of academic qualifications shortens the promotion cycle of professional titles, and the contradiction between the increase of qualified personnel and vacancy index increases year by year.
Whether the promotion of professional titles can be objective and fair is not only directly related to the vital interests of candidates such as wages and benefits, but also affects the enthusiasm and creativity of the majority of professional and technical personnel and the normal medical order and interpersonal relationship in the hospital.
In 2007, under the guidance of the leaders of our college, the evaluation of professional titles in our college was reformed on the principle of being active and steady.
In view of the existing problems in the appointment of professional and technical posts in hospitals, by combing the existing appointment materials and referring to the examples of other hospitals, the evaluation indicators that meet the qualifications stipulated in the Beijing Vocational Reform Document are screened out, and the quantitative evaluation indicators are discussed with the competent business departments and submitted to the college high school jury for discussion, so as to screen out effective and feasible indicators, calculate the weighted total score of each indicator and determine the index weight.
After in-depth and meticulous investigation, full brewing, repeated calculation and repeated revisions, a set of quantitative scoring system with professional ethics, scientific research and teaching and clinical skills as the main contents was established. After three years of operation, satisfactory results have been achieved.
Two, the specific content of quantitative assessment indicators and scoring rules
1. Basic information 10.
First, academic performance.
4 points for postdoctoral students, 3.5 points for doctoral students, 3 points for doctoral degree certificates, 2.5 points for master students, 2 points for master degree certificates, 0.5 points for undergraduate/kloc-0, 0.5 points for junior college/kloc-0, and 0.5 points for technical secondary school.
Second, the working years are scored.
Engaged in this major for 20 years (4), with an annual score of 0.2, with a maximum score of 4.
Three, professional and technical post years score.
Service life of current professional and technical posts 10 year (2), 0.2 points per year, with a maximum of 2 points.
2. The paper level is 5 points.
During the current term, he has written books and published papers (maximum 5 points); SCI published 5 points; Published in Chinese journals 1 paper is 1.5 points; Papers published in the core period 1 yes 1 minute; The editor of the book is1; 0.5 points for papers published in provincial and municipal journals (papers refer to the first author, excluding reviews, cases and abstracts).
3. 5 points for professional work experience.
During his current job, he participated in clinical work for an average of 50 weeks and 5 minutes every year.
0. 1 minute per week, with a maximum of 5 points.
(average not less than 35 weeks per year).
4. Professional performance of 60 points.
Important diagnostic techniques and performance level of this major: (1) The application major belongs to the key development discipline of the hospital, and it can fully master professional skills, independently diagnose and treat difficult cases in this major and independently carry out related business, and has certain influence in professional disciplines, 55-60 points; (2) Be able to fully master this major, independently complete difficult cases in this major, and serve as business guidance in the department, 45-54 points; (3) Good professional level, able to complete professional difficult cases under the guidance of superiors, 35-44 points; (4) General professional level, able to complete difficult cases in this major with the guidance and assistance of superiors, 25-34 points.
5. 7 points for education.
To undertake the teaching guidance of junior doctors and senior doctors, 1 point.
Teaching advanced students specialized courses more than three times a year is 3 points, 3 times is 2 points, and 1-2 times is 1 point.
Get the required continuing education credits, 3 points.
6. 8 points for undertaking scientific research projects or achievements.
8 points for national project leader,
7 points for the first principal member, 5 points for the second principal member and 4 points for the third principal member; 7 points for the first member, 4 points for the second member and 3 points for the third member of the main cooperation unit of the national project; Municipal project leader 6 points, the first main member 4 points, the second main member 3 points, the third main member 2 points; 5 points for the first member and 4 points for the second member of the main cooperation unit of the municipal project; District project leader 4 points, the first major member 3 points, the second major member 1 point; 3 points for the person in charge of the college project and 2 points for the first major member.
(Note: If the project leader changes during the period, the score of the leader and members will be halved); 8 points for the first prize at the provincial and ministerial level, 6 points for the second prize and 4 points for the third prize; 7 points for the first prize at the urban level, 5 points for the second prize and 3 points for the third prize; 5 points for the first prize, 3 points for the second prize and 2 points for the third prize; Scores of finishing bookbinding departments other than the first finishing bookbinding department = score ranking+1.
7. Evaluate 2 points.
Based on the annual work assessment since taking office, the annual assessment is 1 point, and the annual assessment is excellent with 0.2 points, but the total is no more than 2 points.
8. Medical ethics 3 points.
There are no disputes, complaints and mistakes during the current work, 3 points, and one case is deducted 1 point (verified and filed by the competent department as the responsible person).
Three. Application of evaluation index system
The quantitative scoring method has been used in the appointment of professional and technical positions in our hospital for three years, and satisfactory results have been achieved.
Based on objective standards, it comprehensively and fairly evaluates individual achievements, avoids the unreasonable phenomenon of voting by subjective impression, avoids human factors, increases the transparency of work, uses reasonable standards, facilitates mass supervision, and plays a good incentive role for candidates.
This method allows professional technicians to see that fate is in their own hands, and their efforts will be rewarded. Form a benign competitive atmosphere of comparing, learning and catching up in the hospital, and stimulate the internal motivation of the development of various disciplines.
It is generally believed that the standardized score of individual performance is highly oriented, and the results are clear at a glance according to the order of scores. I know very well why there is no evaluation, and I am convinced, so I will work hard and actively create conditions for next year.
Clear assessment elements have a great guiding effect on employees' values and behaviors, and are the potential driving force for hospital development.
In the past three years, our hospital has carried out new technology and new projects 12 1, including national projects 10, 29 key research projects in Beijing and 8 district-level medical research funds.
The scientific research atmosphere in the hospital is strong and the results are gratifying.
Fourth, the existing problems
First of all, through three years of practice, it is found that while remarkable achievements have been made, many problems have also appeared.
The evaluation index is unreasonable, and hardware is more important than software.
The hardware in the application conditions refers to educational background, working hours, foreign language and computer level, the number of published papers and their inclusion by SCI, MEDLINE and EI, scientific research projects, patent inventions, awards, etc. These hardware are quantifiable and easy-to-operate indicators.
Indicators that are difficult to quantify and cannot be effectively evaluated, such as the quality of diagnosis and treatment, work performance and innovation ability, are only submitted to the review Committee for subjective scoring.
In the actual operation of evaluation, there are too many conceptual indicators and too few rigid indicators, which leads to the evaluation orientation of emphasizing papers over practice, academic qualifications over ability, and seniority over performance.
Failure to strengthen the clinical performance assessment will easily lead health technicians to be eager for quick success and instant benefit, not to feel at ease in clinical work, and to concentrate on scientific research and writing SCI papers.
Our hospital is a secondary specialized clinical hospital, and its results will directly affect the medical quality of the hospital.
Secondly, some people lose motivation and enjoy high treatment after obtaining senior professional titles, which is particularly prominent among senior professional titles in hospitals.
According to statistics, individual full-time professionals have not published a paper within five years after their employment, which leads to the distortion of the principle of fair competition and is not conducive to the further development of hospital medical work.
Verb (abbreviation of verb) countermeasures
First, the performance appraisal system for all employees should be implemented as soon as possible, and the assessment indicators and requirements of each post should be clarified with the help of the information system, which can provide a reliable basis for the evaluation of professional and technical titles, improve the quality and objectivity of the evaluation work, and ensure the fairness, openness and impartiality of the evaluation work.
Secondly, the quantitative scoring index should be revised continuously in the implementation process, and the contents of each index should be further refined and quantified every few years in combination with the overall development goals and work priorities of the hospital.
The formulation of quantitative indicators is a continuous communication process, which is guaranteed by the performance target agreement reached between clinical frontline employees and superiors.
If used properly, it will play a vital role in the development of clinical staff and hospitals.
Thirdly, combining with the personal professional ethics files of the party affairs departments, changing the fuzzy evaluation of personal professional ethics and work attitude, and joining hands with multiple departments to realize the transformation from soft index management to hard index management will certainly promote the staff to love their jobs and improve the quality of medical services.
Fourthly, it is necessary to combine the reform of personnel post setting, strengthen post management, strictly implement post assessment system, make reasonable planning, and establish a long-term mechanism for post target management during and after employment, which can not only make the post salary in the personnel distribution system be implemented, but also guide health technicians to pay attention to daily medical work and strive to accumulate achievements in dribs and drabs.
Fifthly, the increasingly mature and perfect evaluation and employment mechanism of health professional technical posts can promote the more reasonable structure of professional and technical personnel in hospitals and the better allocation and utilization of human resources. At the same time, it can inspire professional and technical personnel to generate motivation under pressure, greatly stimulate and mobilize their enthusiasm and work potential, and promote the rapid development of various undertakings in hospitals.
References:
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[2] Zhou and Zhu. Discussion on quantitative assessment of appointment of technical titles of senior health professionals. Journal of Modern Hospital Management, 2009,8 (4)
[3], Zhang Wuzhou, Jiang. Thoughts on the implementation of quantitative standards in the evaluation of professional titles. Journal of Henan College of Traditional Chinese Medicine, 2003, 18(3): 1-2.
[4] Rowling, Xu Liang. Study on evaluation and employment index and mechanism of technical posts in health specialty. China Journal of Evidence-Based Medicine, 20 10, 10 (5): 63 1-633.