Abstract: Objective: To assess the post management method of non-night shift nurse. Methods: According to the nature of the work, workload, technical difficulty, and results of a comprehensive evaluation of the risk, the non-night shift nurse posts were assigned into A, B, C, and D categories. The nursing post management was implemented on the B, C and D posts. A series of management and incentive measures were taken, including developing performance assessment methods and adjustment programs of non-night shift postal location, establishing and regulating approval process to move from night shift post to non-night shift post, revising professional title promotion requirement and so on. Results: Both the turnover rate and the application rate for non- night shift posts decreased (P<0.01). Non-night shift nurse post saved nurse manpower for 7.8%. Conclusions: Our post management method allows supervisors to focus on work rather than staff. It changed the fact that nurses' job performance bonus did not match the value of their posts. Nurses' work enthusiasm were enhanced, and the clinical nurse team is more stable.