摘要目的:探讨科学的人员岗位层级管理与绩效二次考核分配办法在消毒供应中心的应用效果。方法:从2019年1月开始，对河南省商丘市第一人民医院消毒供应中心全部工作人员（67名）的岗位类别、岗位劳动强度、技术风险级别、本专业人员层级划分、专科带教培训、岗位说明书修订、岗位能力等方面进行设置管理，应用竞聘机制，在护理部按消毒供应中心总人数发放绩效总金额的基础上，按照岗位工作量、工作质量、技术科研、服务满意度等对岗位绩效二次考核分配及岗位晋级进行科学的设计和实施。结果:实行绩效二次考核分配管理前后，护士综合技能考核成绩比较，差异有统计学意义（ P<0.05）；各科对消毒供应中心工作满意度比较，差异有统计学意义（ P<0.05）；科室质控检查质控缺陷比较，差异有统计学意义（ P<0.05）。工作人员民主测评中，对绩效分配非常满意43人，不满意的3人，不满意的内容为哺乳期岗位系数同其他岗位无差别。 结论:消毒供应中心人员岗位层级管理与绩效二次考核的实施，激发了各层级护士的潜能，调动了工作积极性，做到了层层有目标、事事有人管；全员参与管理，提高了工作效率和工作质量，保证了护理安全和工作运行，取得了满意效果。

abstractsObjective:To explore the effects of post level management and secondary performance distribution in the Central Supply Service Department.Methods:From January 2019, the job categories, job labor intensity, technical risk level, division of professional staff, specialist training, job description revision, job capability and other aspects of all staff ( n=67) of Central Supply Service Department of the First People's Hospital of Shangqiu, Henan were set up, and the competitive employment mechanism was applied. Based on the total amount of performance issued by the Nursing Department according to the total number of people in the disinfection supply center, the scientific design and implementation of post performance secondary assessment distribution and post promotion were carried out according to post workload, work quality, technical research, service satisfaction and so on. Results:The difference in the results of comprehensive skills assessment of nurses before and after the performance of secondary assessment and distribution management was statistically significant ( P<0.05) . The difference of job satisfaction of disinfection and supply center among different departments was statistically significant ( P<0.05) . There was statistical significance in the comparison of quality control defects in quality control examination of department ( P<0.05) . In the democratic evaluation of staff, 43 were very satisfied with the performance distribution, 3 were dissatisfied. The content of dissatisfaction was the coefficient in lactation has no difference from other posts. Conclusions:The implementation of the post level management and secondary performance assessment in the Central Supply Service Department has stimulated the potential of nurses at all levels, aroused their enthusiasm for work, and set up goals for everybody. All staff participating in the management improved the work efficiency and quality, guaranteed the nursing safety and the work operation, achieving the satisfactory effect.