2002 Volume 6 Issue 1 Pages 26-36
The purpose of this study was to explain the actual circumstances and the recognition of the performance appraisal targeting the top nursing administrators in the hospitals.
In this study, the participants were 203 nursing administrators (in 2000) and 199 nursing adminstrators (in 2001) of hospitals that had beyond 100 beds in 3 prefecures of the northern part of Kyushu. It was conducted by using a mailed self-reportd questionnaire.
Contents of the investigation were composed of ① the actual circumstances of the performance appraisal of nurses and ② the methods of and the necessity of the performance appraisal of nurses, and I have got the following results:
1) The hospitals where the performance appraisals were being carried out were 31.7% (in 2000) and 40.2% (in 2001).
2) The aims of the performance appraisal were "decisions related to bonuses", "staff member's ability development", "decisions relating to promotion, advancement". "basic information in work history for proper placement", and "the revitalization of staff members・workplace" in 2000 and 2001.
3) The hospitals with the criteria of the performance appraisal were approximately 60%. Concerning the methods of the performance appraisal, the "relative evaluation" was 67.7% (in 2000) and 55.0% (in 2001), and the "absolute evaluation" was 30.8% (in 2000) and 36.3% (in 2001).
4) Although most nursing administrators recognized the need of the performance appraisal system, they answered "There is no performance appraisal system in the hospital". and "It doesn't know how to carry it out." for the reason why it wasn't being carried out.
From the above, the need of the education of the nursing administrator was suggested to introduce a performance appraisal system with the purpose of the development of ability based on the will and the fitness of the individual nurse and the use of talented people.
