A Research On Evaluation Index System Of Clinical Directors Of Tertiary General Hospitals Based On Competency Model

Objective: This research hopes to use scientific research methods to construct a clinical index evaluation index system for tertiary general hospitals based on the competency model based on the actual needs of tertiary general hospitals.And hope that after the practice,this study can adapt to the current clinical situation of tertiary general hospitals,and greatly improve the efficiency of talent evaluation for tertiary general hospitals,and then provide reference for the establishment of the evaluation index system of the clinical department directors of tertiary general hospitals in China.Methods: Through the literature research,expert interviews,Delphi method,analytic hierarchy process and related statistical methods,the research and study of the Canadian Medical Education Directive(Can MEDS)(hereinafter referred to as Can MEDS)Chinese medicine practitioners competency model,combined with the third-grade A In the clinical practice of the hospital,the author analyzes the competency elements of the clinical department director of the tertiary general hospital,and establishes the evaluation index system of the clinical department director of the tertiary general hospital based on the Can MEDS competency framework.Database creation and statistical analysis were performed by Excel,AHP software and SPSS statistical software.Results: Based on the CanMEDS competency framework,this study established a tertiary general hospital clinical department director evaluation index system.After two rounds of expert consultation,the indicators with the importance score less than 4.0 and the coefficient of variation greater than 2.0 were excluded,and the constructive opinions put forward by the experts were included,and the indicators at various levels were professional technical ability,communication ability,collaboration ability and health.7primary indicators of advocacy,academic ability,management ability and medical ethics;medical experience and skills,theoretical knowledge and skills,academic status,academic achievements,medical efficiency,medical quality,medical and medical safety,management and personnel training 9 Secondary indicators and new technology development,emergency and critical illness success rate,professional title,communication with patients,communication skills with colleagues at all levels,participation in consultations,cooperation and exchanges at home and abroad,number of health talks,number of participation in free clinics Wait for 32 three-level indicators.And using the analytic hierarchy process,after the experts scored the indicators two or two,the index system was given weight,and the consistency ratio(CR)of the index weights of all levels was less than 1,and passed the consistency test.Therefore,the construction of the evaluation index system of the clinical department directors of the tertiary hospitals based on the competency model was completed.Based on this evaluation index system,the director of the clinical department of a tertiary hospital in Dalian was evaluated.The director of the Department of Otorhinolaryngology Head and Neck Surgery,Director of the Department of Nephrology,Director of the Department of Endocrinology,Director of the Department of Gastroenterology,and the Department of Cardiovascular Medicine are the top five evaluation rankings,and the evaluation results are consistent with the actual situation of a tertiary general hospital in Dalian.Conclusion: Based on the competency model,the evaluation index system of the clinical directors of the tertiary hospitals based on the competency model was conducted through the collection of relevant data of the clinical directors of a tertiary general hospital in Dalian.The evaluation results were in line with the actual situation of the hospital.It proves that the index system obtained in this study is scientific and reasonable.Applying the indicator system of this research to practice,it can be used in the training,selection and management of clinical talents,especially clinical directors,in a t tertiary general hospital in Dalian.On this basis,the evaluation index system of the clinical department directors of the tertiary hospitals based on the competency model is improved,which makes them generally applicable to the evaluation of clinical directors of tertiary general hospitals,and the human resources of other tertiary general hospitals.Management work provides a reference.