醫院人員的組成包含醫師、護理師、藥師、檢驗師及行政人員等，其中護理人員占人事比例約40-60%，而護理人力供需失衡的現象也是近年來台灣關注的社會問題，居高不下的離職率不只影響醫療院所的生產力、成本及病患照護品質，對於護理人員的留任及招募皆造成相當程度的負面衝擊。目前國內醫療院所雖然有進行護理人員績效評估，但普遍無法凸顯該人員層級應具備的能力或實際工作之表現。因此，如何在兼顧醫院管理政策並維持護理人員滿意度的情況下，藉由合適的績效評估制度做最適當的人員規劃及培育，將成為重要的議題。
本研究以紫式決策分析作為基礎，根據醫療服務產業現況，並參考護理專業能力進階制度，架構護理人員績效評估指標決策分析模型，以分析層級程序法（Analytic Hierarchy Process , AHP）透過專家問卷，計算出各屬性的權重，最後並以某地區教學醫院門診部門進行實證研究以驗證本研究效度。

The manning scale of hospital are composed of doctor, nurse, pharmacist, medical laboratory scientist, administration staff, etc. , the nurses occupy 40% ~ 60%. And the phenomenon of nurses talent shortage is the most concerned problem in Taiwan in recent years. The high turnover rate not only influence productivity, cost and care quality of patients in medical institutions, but also has a measure of negative impact in the recruitment and retention of nurses. Although domestic medical institutions have performance evaluation for nurses, but can not reveal what ability should have or actual performance at their position. Therefore, as a prerequisite, to ensure the balance of hospital policy and employee satisfaction, how to use the suitable performance evaluation method to do the best manpower planning and training have become an essential topic.
This research is based on UNISON Decision Analysis Framework, consider the current status of medical service industry and Nurses Clinical Ladder Program to construct the nurses performance evaluation indicators model. This study use Analytic Hierarchy Process through professional questionnaires to calculate the criterion weights. Finally, the research utilizes a local community teaching hospital as an empirical study to verify the validity.

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