Performance Appraisal Indicators Research Articles

AKUNTABILITAS PENGELOLAAN WAKAF PADA BAITUL MAAL HIDAYATULLAH PROVINSI BENGKULU

Accountability is important for a waqf management institution. There arevarious ways an institution can demonstrate accountability. This study aims to describethe practice of the accountability of waqf management at Baitul Maal HidayatullahBengkulu. This type of research is a qualitative research with descriptive qualitativeresearch type. This study focuses on 5 accountability mechanisms, namely reportingand disclosure, performance appraisal and evaluation, participation, self-regulation andsocial auditing.The results show that in reporting and disclosure, the financial statements ofwaqf use PSAK 109 and are consolidated with the central Baitul Maal Hidayatullah,data recording of waqf assets in the form of immovable assets is submitted to thedepartment of waqf assets and reports are submitted through various media. In theperformance appraisal and evaluation accountability mechanism, Baitul MaalHidayatullah carries out an evaluation once a month and uses Key PerformanceIndicators as performance appraisal indicators. In the participatory accountabilitymechanism, Baitul Maal Hidayatullah management publishes program plans throughvarious media, involves observers in the implementation of the waqf program, involvesall administrators in institutional decision making. In the self-regulation accountabilitymechanism, the Baitul Maal Hidayatullah administrators provide rewards andpunishments to improve the performance of the management and consult with theRegional Leadership Council and the central Baitul Maal Hidayatullah in resolving waqfproblems. In the social audit accountability mechanism, the management of Baitul MaalHidayatullah provides special media for community aspirations, plays a role in helpingsocial problems and is already responsible for the waqf mandated by the supervisor.

Sex Disparities in Management and Outcomes Among Patients With Acute Coronary Syndrome

Sex disparities in the management and outcomes of acute coronary syndrome (ACS) have received increasing attention. To evaluate the association of a quality improvement program with sex disparities among patients with ACS. The National Chest Pain Centers Program (NCPCP) is an ongoing nationwide program for the improvement of quality of care in patients with ACS in China, with CPC accreditation as a core intervention. In this longitudinal analysis of annual (January 1, 2016, to December 31, 2020) cross-sectional data of 1 095 899 patients with ACS, the association of the NCPCP with sex-related disparities in the care of these patients was evaluated using generalized linear mixed models and interaction analysis. The robustness of the results was assessed by sensitivity analyses with inverse probability of treatment weighting. Data were analyzed from September 1, 2021, to June 30, 2022. Hospital participation in the NCPCP. Differences in treatment and outcomes between men and women with ACS. Prehospital indicators included time from onset to first medical contact (onset-FMC), time from onset to calling an emergency medical service (onset-EMS), and length of hospital stay without receiving a percutaneous coronary intervention (non-PCI). In-hospital quality indicators included non-PCI, use of statin at arrival, discharge with statin, discharge with dual antiplatelet therapy, direct PCI for ST-segment elevation myocardial infarction (STEMI), PCI for higher-risk non-ST-segment elevation ACS, time from door to catheterization activation, and time from door to balloon. Patient outcome indicators included in-hospital mortality and in-hospital new-onset heart failure. Data for 1 095 899 patients with ACS (346 638 women [31.6%] and 749 261 men [68.4%]; mean [SD] age, 63.9 [12.4] years) from 989 hospitals were collected. Women had longer times for onset-FMC and onset-EMS; lower rates of PCI, statin use at arrival, and discharge with medication; longer in-hospital delays; and higher rates of in-hospital heart failure and mortality. The NCPCP was associated with less onset-FMC time, more direct PCI rate for STEMI, lower rate of in-hospital heart failure, more drug use, and fewer in-hospital delays for both men and women with ACS. Sex-related differences in the onset-FMC time (β = -0.03 [95% CI, -0.04 to -0.01), rate of direct PCI for STEMI (odds ratio, 1.11 [95% CI, 1.06-1.17]), time from hospital door to balloon (β = -1.38 [95% CI, -2.74 to -0.001]), and rate of in-hospital heart failure (odds ratio, 0.90 [95% CI, 0.86-0.94]) were significantly less after accreditation. In this longitudinal cross-sectional study of patients with ACS from hospitals participating in the NCPCP in China, sex-related disparities in management and outcomes were smaller in some aspects by regionalization between prehospital emergency and in-hospital treatment systems and standardized treatment procedures. The NCPCP should emphasize sex disparities to cardiologists; highlight compliance with clinical guidelines, particularly for female patients; and include the reduction of sex disparities as a performance appraisal indicator.

The Impact of Ability and Work Experience on Employee Performance at PT. Petrokopindo Cipta Selaras

The purpose of this study is to determine the effect of ability and work experience on employee performance at PT Petrokopindo Cipta Selaras. The population in this study were all employees of PT Petrokopindo Cipta Selaras, a total of 197 employees. By using the slovin formula, the number of samples used in this study were 66 respondents from 5 divisions. Sampling using probability sampling technique, using proportional random sampling method. The research method used in this study was interviews and questionnaires. Data analysis used Partial Least Square (PLS) with an ordinal measurement scale via a Likert scale. The research results show that; (ability has an impact on employee performance (2) experience has no impact on employee performance because the company's targets have been met but not followed by the results of good performance appraisal indicators

Big Data-based Human Resource Performance Evaluation Model Using Bayesian Network of Deep Learning

ABSTRACT Human resource management was of great significance for enterprises to formulate development strategies and improve competitiveness. With the rapid development of new technologies such as knowledge economy and big data, the traditional human resource performance appraisal model had certain limitations and was not objective, which had been difficult to adapt to the increasingly highly integrated development needs of modern enterprises. Therefore, this paper used big data analysis and new technical means to put forward the study of human resource performance evaluation model based on Bayesian network, aiming to provide some theoretical reference for modern enterprise human resource management. First of all, it summarized the related concepts of performance appraisal and its important position in enterprise management, analyzed the characteristics of human resources performance appraisal indicators and their mutual relations, and expounded the common methods and characteristics needed to build a performance appraisal system. Secondly, it summarized the relevant theory of Bayesian network and its advantages in solving complex random problems, and proposed a performance appraisal model based on Bayesian network for the needs of enterprise human resources management. Finally, the balanced scorecard method was used to build a performance appraisal system, and the performance appraisal model proposed in this paper was tested by experiments, and compared with the traditional method. The results showed that the performance appraisal model proposed in this paper had significant advantages and could be better applied to the performance appraisal management of enterprise human resources. The research of this paper can not only provide theoretical guidance for further research on enterprise human resource allocation and management, but also provide reference for performance appraisal in other fields.

Effects of performance appraisals on employee productivity in the banking sector in Kenya

Banks have implemented performance appraisals to enhance employee productivity whichwas triggered by the high targets set across the industry. The aim of this study was todetermine the effects of appraisals in line with the impact of performance appraisal criteria,feedback, and reward and competence assessment on employee productivity in these banks.The significance of the study is therefore of great importance to the Banks managementteams and the Banks employees. This research was based on three theories which include theAdam‘s Equity Theory, Goal Setting theory and the implicit theory which underpins thisstudy.
 This research applied descriptive research design. The target population was all commercialbanks in Kenya. The sampled banks were selected from a list of banks in Kenya as per theCentral Bank
 Classification using the systematic sampling technique. Primary data was collected using aquestionnaire which was coded and entries made into Statistical package for social sciencesfor analysis. Both descriptive and inferential analyses were carried out. The study concludedthat the main performance appraisal indicators used significantly influence employeeproductivity in Kenya‘s banking sector. It is therefore recommended that the salary receivedby the employees be commensurate with their job description and employees should receivepromotion based on their productivity and that they should be taken for further trainingfrequently.

Performance appraisal of factors contributing to the development of aquaculture

Recent declining trends in landings from capture fisheries and increasing population has raised serious concerns about the food and nutritional security of millions of people. Aquaculture is thus seen as a viable alternative to fill the gap in supply of fish. Extension services in aquaculture provide adequate support in furthering the development of the sector. The current study focuses on identification of key factors for the development of aquaculture sector in Kerala, India. A questionnaire based survey was carried out among 550 randomly selected respondents of five selected districts of Kerala, India. The respondents composed of beneficiaries of Agricultural Technology Management Agency (ATMA), staff of the Department of Fisheries (DoF), ATMA Governing Board (GB) members and ATMA Management Committee (MC) members. The major aquaculture development indicators closely associated with extension services were identified. The major indicators included extension contact, information acquisition, information dissemination, ATMA activities and expectations. Similarly sub indicators were identified and were used for the formulation of the performance evaluation matrix. Farmers’ score for extension contact (24.54%), farm information acquisition (49.23%) and expectation score (71.39%) indicated enough scope for improvement which implied lack of sufficient contact with resource persons, improper mechanism of obtaining information and high expectation from the extension service providers. Officials’ score on extension contact (36%), farm information dissemination score (49%) and expectation (53%) indicated low contact with the farmers, moderate information dissemination and fairly high level of expectation in providing efficient extension services to farmers. Officials’ score on farm information acquisition (62.5%) and ATMA activities (57.46%) showed that they need to vigorously conduct extension activities and acquire farm related information from traditional and modern mass media sources. The scores obtained for key performance appraisal indicators reflected scope for improvement in terms of the selected indicators. The findings could be utilised for developing improved policy measures for strengthening aquaculture extension system that could lead to a boom in aquaculture development.

Evolutionary Game Strategies Analysis of Economic Development and Environmental Protection between Local Governments under Central Supervision Mechanism in China

The positive interaction between economic development and environmental protection is an important social issue which concerns people’s livelihoods. In order to explore the coordinated path of economic development and environmental protection, game models are constructed, successively, between local governments and among central-local governments by the evolutionary game method, and then, numerical simulation technology is used to analyze the results. The results show that the presented evolutionary stability strategies are consistent with the three stages of economic development and environmental protection since the reform and opening up in China. From the early to the middle stage, the sum of the special governance funds and local penalty fees play a key role; from the middle to the late stage, the heterogeneity coefficient between the local governments, local environmental governance costs, and environmental pollution losses plays a decisive role; during the late stage, the sum of the special governance funds and local penalty fees and the performance appraisal indicators play an important role. According to the above conclusions, local governments tend to choose environmental priority strategy, and the central government tends to choose a loose supervision strategy to achieve coordinated development by improving the phased planning for coordinated development, appropriately increasing the special governance funds and local penalty standards, and appropriately balancing the weights of the economic and environmental indicators.

Impact of economic growth target constraints on enterprise technological innovation: Evidence from China.

By using the data from Chinese listed companies in the Shanghai and Shenzhen A-share market for the period 2007 to 2019 and the Report on the Work of the Government, this paper investigates the impact of the local government’s economic growth target constraints on enterprise technological innovation and its mechanism. It is found that the local government’s economic growth target constraints significantly inhibit enterprise technological innovation, which is more obvious in the samples of SOEs, regulated industries, and enterprises at low marketization levels. The change of government officials’ performance appraisal indicators from the quantity to quality of economic growth can alleviate the negative effect. The mechanism effect test indicates that the local government’s economic growth target constraints will aggravate enterprise financing constraints and decrease the contribution of R&D investment to enterprise performance, and further inhibit enterprise technological innovation.

Analysis and Evaluation of Enterprise Performance Appraisal Index Based on Fuzzy AHP Model

The decisive and decision-making challenges of business investment are for the good development of enterprises. In order to have a better market advantage of chemical granules for enterprises, the analytic hierarchy process (AHP) is constructed to analyze the company's performance. Under the environment of state-owned enterprises and foreign enterprises competing for market resources together, building a performance evaluation system suitable for the development stage of the company can adjust the planning strategy and analyze its own disadvantages in time. When analyzing the effective combination of performance appraisal and enterprise development, as well as the effective communication between employees and enterprise managers, feedback information is obtained through the experimental results. Under this analysis condition, this paper describes the feasibility and soundness of the AHP model system for enterprises, and what favorable decision-making methods can be provided for later development. Based on the selection of performance evaluation indicators, AHP analysis can clearly get the weight of each indicator and the correlation between them, in order to improve and build a new system of evaluation indicators. This paper concludes the following: (1) based on the analysis of enterprise performance appraisal indicators, using the AHP model evaluation method to calculate the indicators, the optimized indicators for the performance appraisal of the comprehensive and efficient significantly improved. (2) Comparing the traditional AHP calculation with the optimized model calculation, the results show that under the optimized calculation, the index is more concise and the fluctuation is reduced, which reduces the burden on administrators. (3) In the membership degree of index evaluation grade, the membership degree with an excellent grade is 0.9, which shows that the index plays a very important role in evaluation. (4) According to the development indicators of enterprises in recent years, it is found that the growth rate of resources is growing slowly, the demand for the talent market is still in a stable state as always, and its financial resources have increased by 120% in 2016.

Research on Enterprise Employee Performance Appraisal Management System Based on CS Architecture

Aiming at the problems of poor system throughput and poor performance appraisal indicators in traditional enterprise employee performance appraisal management systems, a corporate employee performance appraisal management system based on the CS architecture was designed. Firstly, the system architecture of performance appraisal system is built, the system logical architecture design is determined, and the functional modules of the appraisal management system are analyzed. Then, the influencing factors of employee performance appraisal management system are analyzed through the evaluation constraint parameters, and the quantitative regression analysis model of enterprise employee performance appraisal management is constructed to realize the design of enterprise employee performance management software. Finally, the evaluation management system database was built to realize the enterprise employee performance evaluation system’s design based on CS architecture. The experimental results show that this system can improve the throughput of the employee performance appraisal management system and the rationality of enterprise employee appraisal standards. It plays an important role in enterprise employee performance appraisal management.

Effects of Regulation on Carbapenem Prescription in a Large Teaching Hospital in China: An Interrupted Time Series Analysis, 2016-2018.

PurposeCarbapenem resistance due to the overuse of carbapenems has become a public health problem worldwide, particularly in low- and middle-income countries (LMICs). However, there are few policies guiding carbapenem prescription, and their effectiveness is still unclear. A regulation targeting carbapenem prescription was implemented in March 2017 in China. This study aimed to assess the effects of the regulation for providing evidence on the prudent use of carbapenems.Patients and MethodsThis was an interventional, retrospective study started in January 2017. The intervention covered establishing performance appraisal indicators, special authorisation, strict prescribing restrictions, and dedicated supervision, particularly in the intensive care unit (ICU). Data on adult inpatients who received at least one carbapenems were extracted from January 2016 to December 2018. Segmented regression analysis was performed to evaluate the effect of the regulation.ResultsA total of 2005 inpatients received carbapenems. Segmented regression models showed an immediate decline in the intensity of antibiotic consumption (IAC) of carbapenems (coefficient = −9.65, p < 0.001), particularly imipenem (coefficient = −6.82, p = 0.002), and the antibiotic consumption of carbapenems (coefficient = −133.60, p = 0.003) in the ICU. And there is a decreasing trend in the IAC of meropenem (coefficient = −0.03, p = 0.008) in all departments. Furthermore, the IAC of carbapenems and imipenem (coefficient = −0.36, p = 0.035; coefficient = −0.49, p = 0.025, respectively), and the average length of stay (ALoS) (coefficient = −0.73, p < 0.001) showed downward trends in the ICU.ConclusionThe intervention effectively reduced the IAC of carbapenems and imipenem, carbapenem consumption and the ALoS in the ICU, and the IAC of meropenem in all departments. The effects of the intervention were significant in the ICU, which indicated an urgent need for stronger regulations focusing on critical departments in the future.

Providing an Interactive Model of Performance Appraisal Indicators in the Banking Industry (Case Study: Refah Bank)

With increasing competition in the Iranian banking system, banks should always evaluate their performance and use appropriate models to rank and compare with organizations that have similar activities. The purpose of this study was to identify the interactive relationships between performance appraisal indicators because in the real world the causes affecting the occurrence of a phenomenon cannot be considered independent of their effects on each other. This study is based on a mixed approach; at the qualitative step, the study seeks to identify indicators, components and dimensions of performance evaluation in the banking industry and at the quantitative step, it seeks to analyze the structure of relationships between dimensions and components using two methods of interpretive structural modeling (ISM) and fuzzy DEMATEL. In the qualitative part of the research, based on the data collected through semi-structured interviews with experts in banking, thematic analysis and MAXQDA software, local indicators, components and dimensions of performance appraisal in the Iranian banking industry consistent with economic, social, cultural structures were identified. Based on the results, the performance appraisal model in the country's banking industry includes six main dimensions. Based on the items extracted and identified from interviews with experts, these dimensions included risk management, economic indicators, operating environment, internal stakeholders, and the production and development of services, along with a forward-looking dimension. In addition, the results of ISM showed that the two dimensions of risk management and internal stakeholders were of the highest importance in the field of performance appraisal in the banking industry. In addition, the results of the fuzzy DEMATEL method showed that the risk management dimension is the most effective and the economic indicators dimension is the most impressionable compared to the other dimensions.

Enterprise Performance Optimization Management Decision-Making and Coordination Mechanism Based on Multiobjective Optimization

Today’s society is a society of the knowledge economy, and the competition of enterprises is the competition of talents. The rapid development of science and technology and the fierce development of market competition have made the importance of performance management increasingly prominent in corporate management. The purpose of performance management is to explore and deal with some of the effects of various factors on employee performance and to tap the potential of employees, improve employee performance, and also bring a qualitative leap to the performance of the organization. The improvement of the employee performance management level has laid a solid foundation for the improvement of the organizational performance management level. However, there are still some difficulties in the implementation of performance management in my country at this stage, and the management effect is not obvious. Therefore, building a scientific, reasonable, and complete multiobjective optimization-based corporate performance optimization management decision-making and coordination mechanism is the primary task of today’s enterprises. This article will give a brief theoretical overview of the combination of system management theory and behavior management theory, MBO target management, and KPI indicators, build a multiobjective optimization model on an effective theoretical basis, and use genetic algorithms to obtain a weak Pareto effective solution that can optimize the enterprise with consideration of performance appraisal indicators. It also builds an agency model and an analysis of employee incentive plans, which clearly shows the relationship between the company and the management and employees, conducts a cross analysis of the needs of the company’s management and employees, and puts forward the best corporate performance considering the needs of employees; among them, the multiobjective optimization of corporate performance increased by 14% under the optimal management decision.

Research on Performance Appraisal Method in Internet-based Working

This paper summarized the difficulties of performance appraisal on Internet-based working, analized the objectives and principles of performance appraisal, the advantages and disadvantages of typical performance appraisal methods. A universal performance appraisal method in Internet-based working was proposed. It includes setting variable performance appraisal target, using Internet tools to manage performance data and supervise performance process, setting up quantitative and qualitative differentiated indicator system for different type of employees, timely feedback of Internet-based working performance appraisal indicator system. In order to check whether the method is suitable, three typical industries were selected and conducted inquiry interviews with the HRs of the companies including securities brokerage, online education, VC/PE Investment. It was found that the method can be applied to not only three industried mentioned but also other industries.

Performance evaluation indicators for implementing occupational safety and health management policy in small qualified construction services business entities

One of the successes of a construction operation is determined by the service provider as the executor of construction activity so that the competency of the service provider will determine the implementation of construction activities. The performance of construction work is said to be good if it meets the time, quality and costs following the contractual agreement that has been agreed with the service user. The Occupational Health and Safety Management System is one of the determining factors in construction work that is still not considered by a Construction Services Business Entity in Indonesia. Existing regulations and laws have heavily regulated performance appraisal indicators related to the implementation of the Occupational Health and Safety Management System. This study tries to look at the effect of the assessment indicators on the implementation of the Occupational Health and Safety Management System that has been regulated in existing regulations to small business entities to be able to see the effectiveness of existing regulations and can be input to existing regulations related to the assessment of construction services small qualification construction services business entity.

PENGARUH GAYA KEPEMIMPINAN SITUASIONAL DAN KOMPENSASI TERHADAP KEPUASAN KERJA MELALUI KINERJA KARYAWAN DI PT BANK SINARMAS Tbk. CABANG SURABAYA

PT. Bank Sinarmas Tbk Surabaya Branch is one of the subsidiaries of PT. Sinarmas Bank which operates in Surabaya city area has the number of employees 128 people. In the era of banking competition is quite tight, companies can not deny the performance of employees. It is possible situational leadership style and compensation have effect on employee job satisfaction through performance appraisal indicator. The purpose of this study is to know, describe and analyze the relationship of situational leadership style, compensation, employee performance and employee job satisfaction. This research is an exsplanatory. This research uses quantitative approach, with statistical method of path analysis. The result of the research shows that leadership style has significant effect on employee job satisfaction, compensation has significant effect to job satisfaction, performance has significant effect to job satisfaction, situational leadership style influences the employee performance, compensation has significant effect on performance, situational leadership style influences the job satisfaction, compensation through employee performance has a significant effect to job satisfaction.

Establishing the county-level medical institutions performance evaluation indicator system based on the PATH model

Objective To encourage development of county-level hospitals by building a performance appraisal indicator system for such institutions. Methods Using the PATH model(a performance appraisal tool for hospital)quality improvement, an appraisal system was built for such institutions. Centering on patients, this system encompassed such dimensions as public benefits, quality of care and safety, staff and hospital development. Results This system consisted of six level-1 indicators, 21 level-2 indicators and 70 level-3 indicators, each given due weight. Conclusions This indicator system centers on patients, follows guidance of public benefits, and aims at continuous quality improvement, making it an effective in evaluating hospital performance and providing reference for the decision-makers to promote and adjust medical reform policies. Key words: Health services administration; County-level medical institutions; Performance appraisal; PATH model; Indicator system

Prediction of pavement remaining service life based on repetition of load and permanent deformation

One of the methods which was applied in the assessment of flexible pavement performance was mechanistic method assuming structures of road pavement to become multi-layer structure for flexible pavement, that the vehicle load working on the pavement layer under repetition with power failure worth 1 (one) unit which was assumed as evenly distributed static load, and therefore the pavement material would provide response in the form of stress, strain, and deflection. This is closely related in order to assess the structure of flexible pavement and to predict the remaining service life on the roads of Pulau Indah sta 0 + 000 to sta. 0 + 845 in Kota Kupang, Nusa Tenggara Timur. The performance appraisal indicator which was used was fatigue cracking happening bottom of the asphalt layer and permanent deformation (rutting) on the surface of subgrade. The strain estimate on the flexible pavement layer structure needs carefulness and high accuracy and therefore a software like KENPAVE which produces horizontal tensile strain of 8,802E-05 and vertical compressive strain of 2,642E-04 was used. By applying equation of The Asphalt Instituteit was obtained repetition of permit load when reaching fatigue cracking (Nf) was 16.071.516 ESAL and permanent deformation (rutting) was 14.703.867 ESAL and also it was predicted the remaining service life of pavement applied the equation of AASTHO 1993 by considering Traffic Multiplier factor (TM 1.8, TM 1.9 and TM 2.0) obtained the remaining life service due to fatigue of 5.51% in the year of 13th (TM 1.8), 7.95% in the year of12th (TM 1.9) and 3.11% (TM 2.0) in the year of 12th, also the remaining service life due to rutting of 4.69% in the year of 12th(TM 1.8), 7.79% in the year of 11th (TM 1.9), and 2.94 in the year of 11th (TM 2.0).

Analisis Proses Pengendalian Mutu dalam Pelaksanaan Standar Pelayanan Minimal (SPM) di Instalasi Farmasi RS Keluarga Sehat

The indicator achievement of minimum service standard (MSS) for the accuracy of distributingdrugs in Pharmacy Unit of Keluarga Sehat Hospital has not been achieved, even the incidence ofthe distributionerror from 2013 to 2016 continues to increase. The purpose of this researchwas to analyze the quality control process in the implementation of MSS in Pharmacy Unit of Keluarga Sehat Hospital. This was a qualitative research, with research subject 3pharmacy officers and 3 people of pharmacy management services.Data collectedby in-depth interview and observation of pharmaceutical performance report data and analysed by content analysis. The result of the research showed that the evaluation of pharmacy staff performance has not been implemented, because there is no performance appraisal indicator yet. Comparison was done only by comparing reports with general target, medical support manager double job resulted in no feedback to Pharmacy Unit, and so it has not supported the implementation of MSS. The Improvement of performancehas not been implementedand has notfound the concept of improvement. The new management will attempt to conduct a comparative study, including pharmacy installation into the Quality Control Group (GKM) or Problem Solving for Better Health (PSBH), find the cause of the problem and develop the policy. It can be concluded that the quality control of the MSS in the Pharmacy Unit still not going well and need to be improved especially related to quality performance appraisal and performance improvement based on the SOP.

Construction of performance evaluation index of clinical nursing staff based on Balanced Score Card

Objective Based on the theory of the Balanced Score Card framework and using Delphi method and analytic hierarchy process to construct the clinical nursing staff performance appraisal index evaluation system and provide reference for clinical nursing staff post management. Methods According to the theory of Balanced Score Card, constructed the preliminary establishment of index system for performance evaluation of clinical nursing. Used Delphi method to interview 26 nursing experts to select clinical nursing performance evaluation indicator. In the end, applied hierarchical analysis to determine index weight at all levels. Results Conducted two rounds of expert consultation; distributed 2 rounds of questionnaires by 27 and 26; recycled by 26 and 25; the recycling rate was 96.3% and 99.1%. It showed that the active coefficient of experts was higher. The degree of experts′ authority was 0.89, which meaned the higher authority. Through two rounds of expert consultation, the Kendall coordination coefficient was 0.199-0.388. The significant test indicated that it was statistically significant (P < 0.05), which meaned the experts tend to agree. After two rounds of expert consultation, the final clinical nursing staff performance appraisal indicators included 4 first-class indexes, 10 secondary indexes, 24 third-class indexes. Each index weight was determined by the analytic hierarchy process. In primary index, the internal process, learning and growth, performance indicators and the weight of customer satisfaction were 0.3, 0.3, 0.3 and 0.1 respectively. In secondary index weight, the top three were the work′s quality, post, and quantity. In the third class index weight, the top three were undertaking clinical work, annual nurse competence grading and the person-time of critical patients′ management or surgical patient management. Conclusions Based on Delphi method and analytic hierarchy process to determine the clinical nursing staff performance appraisal evaluation index, whic can provide theoretical basis for clinical nursing staff post management. Key words: Performance appraisal; Analytic hierarchy process; Balanced Score Card; Nursing management