OBJECTIVE:To provide references for the promotion of objective and fair performance appraisal among clinical pharmacists.METHODS:By retrieving relevant literatures (objective method),drawing on mature experience of hospital performance appraisal indicators design,the principle and contents of appraisal were formulated,and performance appraisal indicators of clinical pharmacists were put forward in our hospital.RESULTS & CONCLUSIONS:The development of performance appraisal indicators should be consistent with the scientific,specific,measurable and validity principles,and cover four aspects of characters,abilities,diligent and accomplishment.Professional skill indicator and some quality indicators are regarded as key performance indicators in our hospital,and the weight of indicator can be presented by the proportion of its score in the total score; for clinical pharmacists in different special departments,the proportion of score can be adjusted by the features of professional subjects.To evaluate key performance indicators,the amount and quality of work should be evaluated comprehensively,suchas medication intervention appraisal not only evaluate the number of intervention,but also consider about whether the intervention is rational and adopted.It is suggested to adjust and revise appraisal indicators in field of content and weight according to the situation and problems of application.%目的:为提高对临床药师工作绩效评价的客观性和公平性提供参考.方法:采用客观方法,即查阅相关文献,并借鉴医院绩效考核指标设计的成熟经验,制订考核原则及内容,并提出我院临床药师绩效考核指标.结果与结论:考核指标的制订应符合科学性、具体性、可衡量性、有期限性原则,并涵盖德、能、勤、绩4个方面内容.我院以专业技能和部分工作质量指标为关键绩效指标,通过分值占总分的比重来体现指标的权重,对于不同专科临床药师,可以根据专科特色调整评分比值.在衡量关键绩效指标时,对工作量与工作质量进行综合评价,如在评估临床药师的用药干预时,不仅考核干预次数,也考虑干预结果是否合理、是否被采纳.并建议在实际应用中应根据新情况、新问题,从内容到指标权重不断地进行调整和修正.
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