社区卫生服务机构全科管理岗位综合能力评价体系的构建

Development of comprehensive ability evaluation system for general practice management post in community health service institutions

目的:通过德尔菲法制订一套全科管理岗综合能力评价办法,为社区卫生服务机构管理者选拔和培养全科管理人才提供工具。方法:基于前期临床岗位全科医生胜任力研究经验及文献研究,设计全科管理岗综合能力指标体系初稿,于2019年11月至2020年1月通过三轮德尔菲法咨询,确定全科管理岗综合能力指标体系、分级及计分办法及其测评办法。结果:共17名专家参与咨询,其中行政管理领域工作年限为(6.5±3.6)年;业务分管主任3人,全科管理岗14人。三轮咨询有效问卷回收率均为17/17,专家权威程度均>0.7,专家意见协调系数分别为0.142、0.212、0.532(均P<0.01)。确定社区全科管理岗综合能力11个测评指标为:成就导向、主动性、人际理解力、服务意识、影响力、组织任职、培养他人、团队合作、团队领导、专业技能和自信。针对测评方式,成就导向、人际理解力、服务意识、自信指标适宜采用心理测验,主动性、影响力、团队合作、团队领导指标适宜采用无领导小组讨论,组织认知、专业技能指标适宜采用公文筐测验,培养他人指标适宜采用结构化面试。结论:本研究构建的社区全科管理岗综合能力考评办法具有一定的科学性和实用性,为社区卫生管理人才的能力评估提供较客观的标准依据。

Objective To develop a comprehensive ability evaluation system for general practice management post in community health service institutions.Methods Based on the previous studies and literature search on competency of general practitioners in various clinical posts,the first draft of the comprehensive ability indicator system for general management posts was designed.From November 2019 to January 2020,the comprehensive ability indicator system,classification and scoring method and evaluation method for general management posts were determined through three rounds of Delphi consultation.Results Seventeen experts with administrative management experiences were invited for consultation,including 3 directors in charge and 14 general practice managers.The response rate of valid questionnaires in the three rounds of consultation were all 17/17,the authority of experts were all>0.7,and the coordination coefficients of expert opinions were 0.142,0.212,and 0.532(all P<0.01).The 11 evaluation indexes of the comprehensive ability of community general management posts were:achievement orientation,initiative,interpersonal understanding,service consciousness,influence,organization,training others,teamwork,team leadership,professional skills and confidence.Methods suitable for evaluation the ability of psychological test indicators were achievement orientation,interpersonal understanding,service consciousness and self-confident;appropriate indicators for no-leader group discussion were initiation,influence,team work,team leadership;appropriate indicators for in-tray test ability were organized cognition,professional skills;and the appropriate indicator for the ability of the structured interview was training others.Conclusions The comprehensive ability evaluation system for community general management posts established in this study is scientific and practical,which may provide objective standard basis for the ability evaluation of community health management talents.