Study On The Performance Evaluation Index System Of Clinical Pharmacists In Tertiary General Hospitals

Objective: As a new profession in hospitals,clinical pharmacists participate in clinical drug treatment,and play an increasingly important role in promoting the rational use of drugs by patients and improving the quality of hospital pharmacy services.The development of the clinical pharmacist team of tertiary general hospitals has matured day by day,and performance evaluation can fully reflect their labor value.Based on the extensive reading of domestic and foreign related literature on clinical pharmacist performance evaluation,this study constructed a clinical pharmacist performance evaluation index system for tertiary general hospitals based on a certain theoretical basis and comprehensively used scientific research methods such as Delphi method.Provide reference basis for pharmacist job appointment,title promotion,salary payment,etc.Methods: Through literature review and theoretical analysis,combined with expert semi-structured interviews,the basic framework of the clinical pharmacist performance appraisal index system for tertiary general hospitals is initially constructed.Using the Delphi expert consultation method,35 experts in different fields were selected for questionnaire consultation,and the reliability of the research consultation was analyzed by the degree of enthusiasm of the experts,the degree of expert authority and the degree of coordination of opinions,and the mean and average values were assigned according to the importance of the experts’ scores.The coefficient of variation and the ratio of full marks are used to screen and modify the indicators using the boundary value method combined with expert opinions.In order to ensure that the constructed index system is scientific and effective,a large-scale survey was conducted,and based on the scoring of experts,the expert opinion judgment matrix is constructed with the help of analytic hierarchy process to determine the weight coefficients of indicators at all levels,and finally form the performance of clinical pharmacists in a tertiary general hospital Evaluation index system.Results: The performance appraisal index system for clinical pharmacists in tertiary general hospitals constructed in this study includes 4 first-level indicators,9 second-level indicators,and 36 third-level indicators.The positive coefficients of Delphi’s three rounds of expert consultation were all above 90%,the authority coefficients were 0.879,0.885 and 0.894 respectively,and the coordination coefficients all passed the significance test(P<0.05).The results of the analytic hierarchy process show that the first-level index weight scores from high to low are work performance(0.4901),comprehensive quality and ability(0.2310),service evaluation(0.1634),and career development and growth(0.1155).Conclusion: This study is based on the basic principles of the Balanced Scorecard.The performance appraisal index system for clinical pharmacists in tertiary general hospitals constructed from the four dimensions of comprehensive quality and ability,work performance,service evaluation,and career development and growth is more scientific and reasonable,and can be used as clinical pharmacists.Performance appraisal provides an objective basis,promotes the improvement of clinical pharmacists’ work enthusiasm and comprehensive ability,and provides assistance for the realization of the hospital’s strategic goals.