Abstract: Objective To explore the feasibility of the competence performance appraisal scheme by analyzing the advantages and disadvantages of the current performance scheme for nurses in physical examination center, and to construct a nursing performance management scheme suitable for physical examination center. Methods The concept of competence performance was introduced, and the draft of the competence performance scheme was developed after literature review, investigation and interview. The expert group was consulted by Delphi method for two rounds of correspondence, and the weight of indicators was determined by analytic hierarchy process (AHP) and consistency test was carried out. Results For confirming the indicator weights, questionnaires were sent out to 15 experts through two rounds of expert consultation, with 15 questionnaires recovered and a recovery rate of 100%. The expert authority coefficients of the two rounds of consultation was 0.703 and 0.712, respectively. The overall indicator coordination coefficient was 0.415 and 0.423, respectively. The final scheme consisted of 4 first-level and 17 secondary-level indicators. A satisfaction survey found that the satisfaction score 7.20±1.25 for the competence performance appraisal scheme was significantly higher than that for the current performance management scheme 6.29±1.40（P<0.05）. Conclusion The competence performance appraisal scheme is more suitable for nursing work with multiple positions and strong flexibility in physical examination center. It can better reflect the management principles of fairness; more effort, more gain, and better effort, better gain. It is conducive to stabilizing the nursing team and promoting the healthy development of the nursing cause in physical examination center.

Key words: nurse in physical examination center, performance management, competence performance, competence