The performance evaluation method of nursing staff depends on the purpose of performance evaluation. In order to achieve the purpose of evaluation, the evaluation method must have credibility. The credibility of evaluation method refers to the reliability of performance evaluation results; Effectiveness refers to the evaluation of the degree of realization of expected goals. Although different evaluation methods can be adopted due to different factors such as purpose, conditions and actual situation, nursing managers should pay attention to meeting some basic requirements when choosing evaluation methods to ensure the effectiveness of performance evaluation. The selected evaluation method should reflect the organizational goals and evaluation purposes; Evaluation can play a positive role in guiding and encouraging nurses' work; The evaluation method adopted can objectively and truly evaluate the work of nursing staff; The evaluation method is simple, effective and easy to operate; This evaluation method saves the cost. Several performance evaluation methods currently used are introduced below.

1 checklist method

The simple list method of 1. 1 lists the standard performance of nursing staff in the form of menu, and then compares it with the performance of the assessed nurses to check out the conformity. The performance assessor evaluates the assessed object according to the inspected items. For example, (1) shows boredom and slackness at work; (2) reliable work, always complete the assigned tasks on time; (3) Cooperate, coordinate and get along well with colleagues.

1.2' s weighted total list method refers to scoring the performance of nursing staff according to each dimension, then determining their weights according to the importance of the performance of each dimension in the total performance, and finally carrying out weighted summation (see table 1).

Sorting method is also called grading method. This evaluation method means that the evaluator compares all the nurses in the same department or nursing unit according to the relative merits of each person's performance, and determines the relative grade or ranking of each person. That is, the order of all the evaluated nurses' performances is discharged. This method is simple, time-saving, labor-saving and easy to operate. Its main limitation is that it is difficult to rank nurses when their performance levels are similar.

Narrative method is an evaluation method in which the evaluator describes the performance of nursing staff in concise words. This method focuses on describing the outstanding performance of nurses in their work, rather than their daily performance. Its content and form are eclectic, there is no dimension, scale, data and format, and it is simple and easy to operate, so it is still widely used. However, due to pure qualitative comments, it is inevitable to have the subjective impression of the evaluator, and it is difficult to make accurate evaluation and comparative analysis.

4 Critical Event Method This evaluation method is to record the most favorable and unfavorable work behaviors of nurses as the evaluation basis. When the behavior of nurses has a significant impact on the work and efficiency of a department or organization, whether it is positive or negative, nursing managers should record it in time. This kind of event is called critical event. In the later stage of performance evaluation, the evaluator should combine these records and other materials to comprehensively evaluate the performance of nurses.

5 Target Governance Law The concept of "target governance" was first put forward by Drucker, a master of governance, in his masterpiece "Governance Practice" in 1954. Target management attaches great importance to and makes use of the contribution of nursing staff. This is also an effective way to evaluate employee performance. Using target governance evaluation can shift the focus of evaluation from nurses' work attitude to work performance, and the role of evaluator will change from traditional referee evaluation method to 1 weighted summary method of work performance evaluation table (omitted) to work consultant and promoter; The role of the evaluated nurses in the evaluation has also changed from a passive bystander to an active participant. Now, for example, the procedure of applying this method is illustrated: nurses discuss with their immediate superior head nurses and set work performance goals. In terms of how to achieve these goals, the head nurse gives nurses some freedom and gives necessary support and guidance in the process. In the later stage of evaluation, nurses and head nurses should discuss the evaluation. The head nurse should first check whether the predetermined goal has been achieved and to what extent, and then discuss with the nurse the measures to be taken to solve the remaining problems. In the evaluation interview, problem-solving discussion is just another kind of conversation, the purpose of which is to help nurses make progress in their work as planned. At the same time, establish a goal for the next evaluation and repeat the above evaluation process. In a word, it is helpful for nurses and managers to face up to performance appraisal and participate in this work with a positive attitude. Performance appraisal mainly serves governance and development, aiming at improving the operating efficiency of the organization, improving the professional skills of nursing staff and promoting the benign development of nursing work. The effectiveness of performance appraisal system is also of great significance for hospitals to integrate human resources and coordinate relations. Inaccurate or unrealistic performance appraisal will not play a positive role in encouraging, but will bring many obstacles to human resource governance. Therefore, both managers and ordinary care personnel should see the significance of performance appraisal.