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Pay and nursing performance.

J Buchan¹, M Thompson

¹Royal College of Nursing.

Health Manpower Management

|December 9, 1992

Summary

This summary is machine-generated.

Performance-related pay (PRP) in the National Health Service (NHS) lacks proven efficiency. Evidence for its effectiveness in improving nursing productivity is absent, raising concerns about cost and impact.

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Area of Science:

Healthcare Management
Nursing Economics
Public Health Policy

Background:

The National Health Service (NHS) has explored performance-related pay (PRP) as a strategy to enhance nursing productivity.
Implementing financial incentives in public healthcare settings presents unique challenges and requires careful consideration of potential outcomes.

Purpose of the Study:

To critically evaluate the merits and demerits of performance-related pay (PRP) specifically within the nursing profession in the NHS.
To assess the evidence base supporting the efficiency and effectiveness of PRP in improving nursing performance and productivity.

Main Methods:

A critical review of existing literature and implementation experiences regarding performance-related pay in the NHS nursing context.
Analysis of arguments for and against PRP, considering practical implementation challenges and economic implications.

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Main Results:

The justification for performance-related pay in NHS nursing remains unproven due to a lack of robust evidence demonstrating its efficiency.
Previous practical experiences with PRP implementation and concerns about its cost-effectiveness and ability to solve productivity issues create resistance.

Conclusions:

The current evidence does not support the widespread implementation of performance-related pay for nurses in the NHS.
Further research is needed to ascertain if PRP can be an effective and efficient tool in this specific healthcare context, addressing concerns about cost and practical feasibility.