Construction of Evaluation Index System for General Practitioner Assistants Based on the Post Competency in Shanghai

doi:10.12114/j.issn.1007-9572.2020.00.215

Abstract

Abstract: Background　The post competency model is widely used in the recruitment of healthcare talents，but there are few relevant studies on the construction of evaluation index system for general practitioner assistants. This study intends to make use of the post competency model to conduct research in conjunction with the practical experience of general practitioner assistants in the region. Objective　To construct an evaluation index system for the job admission of general practitioner assistants，in order to provide a basis for the scientific and efficient recruitment and selection of suitable healthcare talents. Methods　A post competency modeling group was established from August to October in 2018. The job categories of general practitioner assistants were classified through group meetings and the job content were analyzed through key event interviews. A total of 15 experts including managers，personnel directors，and leaders of family doctor team from five community health service centers were invited from October to November in 2018 to participate in two rounds of Delphi expert consultation to build a post competency model for general practitioner assistants and determine the index weight of indicators for the job admission of general practitioner assistants based on the analytic hierarchy process. Results　A dictionary of post competencies of the general practitioner assistant was sorted out，including basic knowledge，interpersonal skills，professional accomplishment，professional development ability，professional practice ability and management ability. Finally，17 first-level indicators and 59 second-level indicators were formed for the evaluation index system for the job admission of general practitioner assistants based on these six characteristic indicators of the post competency. Among them，the indicators whose weights were ranked in the top three were interpersonal skills（0.385 6），professional accomplishment（0.281 1） and professional practice ability（0.126 5）. Conclusion　When recruiting and selecting general practitioner assistants，we should pay more attention to three characteristic indicators of the post competency of interpersonal skills，professional accomplishment and professional practice ability. The introduction of competency evaluation system could put forward more comprehensive requirement for the quality and ability of general practitioner assistants and help family doctor team to select the assistants with the best competencies.

Key words: Post competency, General practitioner assistant, Post access, Evaluation system, Construction

摘要： 背景　岗位胜任力模型在卫生人才招聘环节被广泛应用，但针对家庭医生助理构建岗位准入指标体系的研究较少，本研究拟借助岗位胜任力模型，结合区域内开展家庭医生助理工作的实践经验进行研究。目的　构建一套适用于家庭医生助理的岗位准入指标体系，为科学、高效地招聘选拔合适人才提供依据。方法　于2018年8—10月，成立岗位胜任力建模小组，通过小组会议划分家庭医生助理岗位类别，通过关键事件访谈分析家庭医生助理工作内容。于2018年10—11月，邀请5家社区卫生服务中心管理层、人事科负责人和家庭医生团队长代表，共计15人参与两轮德尔菲专家咨询，构建家庭医生助理岗位胜任力模型，并基于层次分析法确定家庭医生助理岗位准入指标权重。结果　家庭医生助理的岗位胜任力特征指标包括基础知识、人际交往能力、职业素养、专业发展能力、专业实践能力和管理能力，基于这6个岗位胜任力特征形成了17个一级指标和59个二级指标的家庭医生助理岗位准入指标体系，其中权重排在前3位的分别是人际交往能力（0.385 6）、职业素养（0.281 1）和专业实践能力（0.126 5）。结论　在招聘和选拔家庭医生助理时，应该重点关注人际交往能力、职业素养和专业实践能力3个岗位胜任力特征指标，引入胜任力评价体系，可以对家庭医生助理的素质和能力提出更加全面的要求，帮助家庭医生团队选拔具有最佳胜任力的家庭医生助理。

关键词: 岗位胜任力, 家庭医生助理, 岗位准入, 评估体系, 构建

XU Yingzi,HUANG Wuquan,ZHAI Jiayi, et al. Construction of Evaluation Index System for General Practitioner Assistants Based on the Post Competency in Shanghai　[J]. Chinese General Practice, 2020, 23(28): 3569-3575. DOI: 10.12114/j.issn.1007-9572.2020.00.215.
徐英姿,黄武全,翟佳燚等. 基于岗位胜任力的上海市家庭医生助理岗位准入指标体系构建研究[J]. 中国全科医学, 2020, 23(28): 3569-3575. DOI: 10.12114/j.issn.1007-9572.2020.00.215.

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