Abstract
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.