Performance evaluation of administrative personnel is challenging for performance reform of public hospitals. Constructing a reasonable performance evaluation plan for such personnel is conducive to promoting the high-quality and efficient development of hospitals. Hospital H has been exploring the implementation of performance evaluation reform for administrative personnel since 2019. Firstly, it clarified the responsibilities of various administrative management positions throughout the hospital and adopted the Hay position evaluation method for job value evaluation. Secondly, based on this, a performance evaluation index system covering common indexes, personality indexes, and implicit ability indexes was constructed, and the calculation and distribution methods of performance bonuses were clarified. The development of common indexes was based on the hospital′s " 14th Five Year Plan" , while individual indexes were used as key performance evaluation points of each department formulated according to the hospital′s annual key work breakdowns and the " 14th Five Year Plan" . The implicit ability index was constructed based on the competency model to guide and promote the personal development of employees. Finally, the hospital established a feedback and monitoring mechanism to ensure the steady operation of the performance evaluation plan. Thanks to the performance reform of administrative personnel based on job value evaluation, Hospital H has eliminated the phenomenon of " egalitarianism" in the distribution of administrative personnel performance, played a guiding and motivating role in performance evaluation for employees, and achieved better implementation of the hospital′s strategic goals. This can provide reference for the performance reform of administrative personnel in other medical institutions.

Hospitals, public; Administrative personnel; Job value evaluation; Performance evaluation; Evaluation index