Management competencies for medical practice executives: skills, knowledge and abilities required for the future

The purpose of this study was to obtain a consensus of opinion from a large and diverse population of experienced ambulatory health care administrators regarding the essential ambulatory health care management competencies, and their related skills, knowledge and abilities (SKA) requirements, that will be required for successful management performance in ambulatory health care delivery settings in the next five years. A literature review suggests limited research in this essential and rapidly developing area for the health care community. The research design and methods employed the Delphi technique. Three hundred and twenty (320) Fellows of the American College of Medical Practice Executives (ACMPE) were asked to respond to two rounds of a Delphi mail survey. The results indicate that the essential ambulatory management competencies could be discretely grouped into six Management Domains, each with related SKAs. The respondents rated leadership and strategic management as the most important Management Domains. The highest rated SKA emphasized interpersonal skills with the next highest SKA relating to ethical and moral dimensions. Patient care management, as well as two SKAs relating to computer skills, were rated lowest.     

Executive competencies in healthcare administration: preceptors of the Army-Baylor University Graduate Program

The purpose of this research was to identify the mentoring and executive competencies required among preceptors of the Army-Baylor University Graduate Program in Health and Business Administration, and to specify the requisite skills, knowledge, and abilities (SKAs) needed to achieve those competencies. In the first wave of inquiry, a list of 123 competencies and associated SKAs was elicited from a network of 80 current and past preceptor executives employing a Delphi methodology using e-mail. An expert panel, which consisted of seven past program directors, examined and sorted the list into four preceptor content domains, viz., Health Systems Management (HS Management), Leadership, Residency Administration, and Community Involvement. Frequency analyses showed that the HS Management domain constituted over half of the competencies, with particular emphasis on strategic thinking, planning, billing, finance, manpower, and contracting. In the second wave, the preceptor Delphi network reviewed the expertpanel list and made 7-pointSKA importance ratings on an 80-item structured questionnaire representative of the four domains. Findings indicated thataverage SKA ratings were reliable and agreed upon to a high degree among preceptors. Results, rank ordered by SKA item means within preceptor content domains and overall, suggested that the most important rated items centered on teamwork, negotiation, interpersonal skills, communication, leadership vision, and customer and healthcare business operations. Outcomes from the competency list are expected to be useful for preceptor mentoring, self-assessment, and for professional development. Additionally, specific SKAs can provide a means for developing job requirements and career performance criteria at a behavioral task level, and can contribute information for identifying continuing education and conference topical needs.     

Quality standards for child and adolescent mental health in primary care

ABSTRACT: BACKGROUND: Child and adolescent mental health problems are common in primary healthcare settings. However, few parents of children with mental health problems express concerns about these problems during consultations. Based on parental views, we aimed to create quality of care measures for child and adolescent mental health in primary care and develop consensus about the importance of these quality standards within primary care. METHODS: Quality Standards were developed using an iterative approach involving four phases: 1) 34 parents with concerns about their child's emotional health or behaviour were recruited from a range of community settings including primary care practices to participate in focus group discussions, followed by validation groups or interviews. 2) Preliminary Quality Standards were generated that fully represented the parents' experiences and were refined following feedback from an expert parent nominal group. 3) 55 experts, including parents and representatives from voluntary organisations, across five panels participated in a modified two-stage Delphi study to develop consensus on the importance of the Quality Standards. The panels comprised general practitioners, other community-based professionals, child and adolescent psychiatrists, other child and adolescent mental health professionals and public health and policy specialists. 4) The final set of Quality Standards was piloted with 52 parents in primary care. RESULTS: In the Delphi process, all five panels agreed that 10 of 31 Quality Standards were important. Although four panels rated 25-27 statements as important, the general practitioner panel rated 12 as important. The final 10 Quality Standards reflected healthcare domains involving access, confidentiality for young people, practitioner knowledge, communication, continuity of care, and referral to other services. Parents in primary care agreed that all 10 statements were important. CONCLUSIONS: It is feasible to develop a set of Quality Standards to assess mental healthcare provision for children and adolescents seen within primary healthcare services. Primary care practitioners should be aware of parental perspectives about quality of care as these may influence helpseeking behaviours.     

Identification of functionally necessary knowledge and skills in the practice of Canadian health care management.

The Canadian College of Health Service Executives (CCHSE) conducted a project in 1985-87 to identify basic competencies required in the field practice of health care management in Canada. The project derived from the College's mission to establish and promote professional standards for all health care executives in Canada. The project also addressed more specific short-term problems: to validate an existing examination purporting to measure the basic competence required for field practice of health care management in Canada; to create a data base upon which a CCHSE criterion reference test of field-based professional competence in health care administration could be created; and to provide to the training programs in Canadian health care management a detailed compilation and testing of the knowledge and skill attributes considered necessary for adequate field practice in Canadian health care administration. The project demonstrated an improved model for professional competence identification. The first step was to identify the level of professional targeted for competence assessment. Then a representative expert committee was to return to the field to examine the range of jobs done by those target individuals. This expert committee collected lists of elements from the tasks done in these target positions and then organized the elements into mutually exclusive groupings. Finally a stratified random sample of field practitioners was asked to rate the importance of these elements for competent job performance.     

Identifying management competencies for health care executives: review of a series of Delphi studies

This analysis reviews a selected body of research that identifies the essential areas of management expertise required of future health care executives. To ensure consistency, six studies are analyzed, utilizing the Delphi technique, to query a broad spectrum of experts in different fields and sites of health care management. The analysis identifies a number of management competencies, i.e., managerial capabilities, which current and aspiring health care executives, in various settings and with differing educational backgrounds, should possess to enhance the probability of their success in current and future positions of responsibility. In addition, this review identifies the skills (technical expertise), knowledge (facts and principles) and abilities (physical, mental or legal power) required to support achievement of these competencies. Leadership and resource management, including cost and finance dimensions, are the highest-rated requisite management competencies. The dominant skills, knowledge and abilities (SKAs) are related to interpersonal skills. The lowest-rated SKAs are related to job-specific, technical skills. Recommendations include the review of this research by formal and continuing education programs to determine the content of their courses and areas for future research. Similarly, current health care executives should assess this research to assist in identifying competency gaps. Lastly, this analysis recommends that the Delphi technique, as a valid and replicable methodology, be applied toward the study of non-executive health care managers, e.g., students, clinicians, mid-level managers and integrated systems administrators, to determine their requisite management competencies and SKAs.     

The American College of Medical Practice Executives' competency study

This article is the first of two studies conducted by the American College of Medical Practice Executives (ACMPE) that examines the perceived roles of medical practice executives. (Founded in 1956, the American College of Medical Practice Executives is the professional development and credentialing arm of the Medical Group Management Association (MGMA)). This study asked groups of physicians and nonphysician administrators to identify the competencies and associated skills and knowledge for administering group practices in today's changing environment. Those surveyed included administrators who are Fellows in ACMPE and 795 physicians who comprise the Society of Physician Administrators of the Medical Group Management Association. The responses were examined through a framework provided by the Managed Care Process Model. In this model, the focus is on the administrative and clinical processes required by different levels of managed care market penetration. The model progresses from a focus on relatively traditional practice management functions to those activities that are more complex with a greater focus on the integration of both clinical and business processes aimed at the health of populations. The analysis of the perceived competencies indicated that while both executive types perceived the importance of managing the health of populations, that task is not yet being incorporated into their professional roles.     

Using job analysis to identify core and specific competencies: implications for selection and recruitment

Objective Modern postgraduate medical training requires both accurate and reliable selection procedures. An essential first step is to conduct detailed job analysis studies. This paper reports data on a series of job analyses to develop a competency model for three secondary care specialties (anaesthesia, obstetrics and gynaecology, and paediatrics). Methods Three independent job analysis studies were conducted. The content validity of the resulting competency domains was tested using a questionnaire‐based study with specialty trainees (specialist registrars [SpRs]) and consultants drawn from the three specialties. Job analysis was carried out in the Yorkshire and the Humber region in the UK. The validation study was administered with additional participants from the West Midlands and Trent regions in the UK. This was an exploratory study. The outcome is a set of competency domains with data on their importance at senior house officer, SpR and consultant grade in each specialty. Results The study produced a model comprising 14 general competency domains that were common to all the three specialties. However, there were significant between‐specialty differences in both definitions of domains and the ratings of importance attached to them. Conclusions The results indicate that a wide range of attributes beyond clinical knowledge and academic achievement need to be considered in order to ensure doctors train and work within a specialty for which they have a particular aptitude. This has significant implications for developing selection criteria for specialty training. Future research should explore the content validity of these competency domains in other secondary care specialties.     

Management training in long-term care

The education of health care administrators faces its most dramatic change since the inception of the field. Recent discussions at the national level call for major overhaul of curricula and teaching modalities, including moving education to position students for evidence-based practice. This paper presents recommendations for incorporating training about chronic and long-term care into health care management curricula. It asserts that all health care management students should have a basic knowledge of the fundamental policy, operating, and financing principles of long-term care. The majority of people using the health care delivery system today, and increasingly in the future, suffer from chronic conditions. Long-term care services, although less expansive in structure, far outnumber acute care services and health plans. They will grow in the future to meet the portending demand. To maximize job opportunities and to optimize performance in any job, health care administrators need to know about the long-term care delivery system. This paper delineates critical topics pertaining to long-term care, organized according to 11 fundamental management areas in which the field is developing core competencies. The contents were derived from a year-long process of asking stakeholders in the various facets of long-term care what topics they thought were essential for administrators to know. The topics delineated in this document represent the consensus about essential knowledge that all health care administrators should have about long-term care, whether specializing in long-term care or following a more general management career. The education of health care administrators faces its most dramatic change since the inception ofthe field. Recent discussions at the national level call for major overhaul of curricula and teaching modalities, including moving education to position students to perform according to evidence-based practice. It is thus timely to consider content, as well as educational format. This paper presents recommendations for incorporating training about chronic and long-term care into health care administration curricula. It asserts that all health care administration students should have a basic knowledge of the fundamental policy, operating, and financing principles of long-term care.     

Occupational diseases due to allergic and toxic chemicals in health care workers: fitness for work

The purpose of this review is to suggest job fitness criteria for health care workers exposed to sensitizing or chemical agents. These recommendations are derived from a comparison between previous documents on prevention and management of allergic and chemical risks in health care settings and updated evidence; the job fitness criteria and the main documents on these topics are summarized in tables. Glove allergy, in particular latex allergy, is still a significant problem but we should remember that a wide choice of alternative materials is now easily available; many different alternative health products are also currently available when an allergy to disinfectants or detergents is diagnosed. Hence the prevention of allergic diseases is mostly based on an appropriate choice and use of the gloves and health products according to the specific tasks and possible individual susceptibility; this meets the requirements of the "good health care organization", which translates into lower costs, if possible, as well as the best protection of worker's health. Concerning chemical risk, it should be remembered that during the last 20 years the improvements made in work environments have profoundly changed the mode and the levels of exposure to chemical substances and the current recommendations concerning the management of workers exposed to anesthetic gases, antineoplastic agents and sterilizers/disinfectants significantly differ from those of early 1990s. However, the past prudential guidelines are still valid for formaldehyde.     

Turkish hospital management at a crossroads: prospects for the year 2000.

The Turkish health system has been undergoing a radical reform process since the early 1990s. Reform proposals, based on purchaser/provider split, self-governing hospitals (ultimately leading to full privatization), compulsory health insurance etc., are expected to have a profound effect on hospital management. In such an environment, hospital administrators' views on the domains and issues that will come to the fore in the year 2000 gain importance. In this paper, results of a study undertaken among hospital administrators are presented. The study aimed to find the views of hospital administrators on issues likely to gain prominence in the year 2000 and the skills, knowledge, and abilities required to tackle these issues. It was concluded the autonomous status of hospitals, privatization, competition, and health trusts will become the central domains in the year 2000 in hospital administration. Innovation and following technological developments were considered most critical.     

Health Literacy Practices and Educational Competencies for Health Professionals: A Consensus Study

Health care professionals often lack adequate knowledge about health literacy and the skills needed to address low health literacy among patients and their caregivers. Many promising practices for mitigating the effects of low health literacy are not used consistently. Improving health literacy training for health care professionals has received increasing emphasis in recent years. The development and evaluation of curricula for health professionals has been limited by the lack of agreed-upon educational competencies in this area. This study aimed to identify a set of health literacy educational competencies and target behaviors, or practices, relevant to the training of all health care professionals. The authors conducted a thorough literature review to identify a comprehensive list of potential health literacy competencies and practices, which they categorized into 1 or more educational domains (i.e., knowledge, skills, attitudes) or a practice domain. The authors stated each item in operationalized language following Bloom's Taxonomy. The authors then used a modified Delphi method to identify consensus among a group of 23 health professions education experts representing 11 fields in the health professions. Participants rated their level of agreement as to whether a competency or practice was both appropriate and important for all health professions students. A predetermined threshold of 70% agreement was used to define consensus. After 4 rounds of ratings and modifications, consensus agreement was reached on 62 out of 64 potential educational competencies (24 knowledge items, 27 skill items, and 11 attitude items), and 32 out of 33 potential practices. This study is the first known attempt to develop consensus on a list of health literacy practices and to translate recommended health literacy practices into an agreed-upon set of measurable educational competencies for health professionals. Further work is needed to prioritize the competencies and practices in terms of relative importance.     

Report of two preventive medicine job market surveys

INTRODUCTION: The American Association of Public Health Physicians (AAPHP) conducted two surveys to explore the value of general preventive medicine/public health (GPM) training and board certification to physicians seeking GPM jobs. METHODS: The first survey reviewed advertisements in recent issues of four medical journals. The second surveyed physician registrants at the Prevention 99 meeting. RESULTS: The first survey screened about 18, 500 job advertisements. Of these, 1427 (7.7%) met the study's GPM screening criteria. Only 145 (10.6%) preferred an MPH, management, or related degree. Forty-one (2.9%) preferred a doctorate (MD/DO/PhD) and an MPH, management, or related degree. Only one (0. 07%) required or preferred GPM board certification. Results were consistent across market sectors (federal, state/local, academic, health care delivery) and across job roles (management, direct service, research, technical). The second survey gathered credential, job search, and employment data from 140 physician registrants at Prevention 99 (annual joint meeting of the American College of Preventive Medicine and the Association of Teachers of Preventive Medicine in March 1999). Seventy-eight (55.7%) reported that GPM training was of major importance in securing their current employment. Only 18.5% of physicians holding GPM jobs secured their current employment by responding to an advertisement. CONCLUSION: GPM board certification is of little or no value when competing for the vast majority of GPM-related jobs. RECOMMENDATION: The AAPHP recommends prompt coordinated action by national organizations representing GPM physicians to increase the number of job offerings preferring or requiring physicians with GPM board certification. A six-point action plan is proposed.     

公立医院院长岗位职责与知识结构认知研究

目的 通过研究公立医院院长岗位职责和知识结构,为公立医院院长应具备的岗位职责和知识结构研究提供参考依据。方法 在查阅相关文献的基础上,通过专家小组讨论,归纳总结公立医院院长岗位职责,并采用问卷调查的方式调查四川省公立医院院长岗位职责及知识构成重要性的认知情况。结果 公立医院院长认为推行优质医疗卫生服务、探索合理的激励分配方式、维护公立医院公益性质等岗位职责较为重要,重要性打分依次为4.63、4.55、4.52分。就知识结构重要性而言,其认为管理学知识较为重要。结论 明确公立医院院长岗位职责,为公立医院院长任期考核提供依据;加强管理学知识培训,推动院长职业化发展。     

Estimating the value of social care

Increasingly, health economists are required to work across sectors when evaluating options for improving health, health care and well-being. Social care is a key sector which is both influenced by and influences the use and outcomes of health services. This paper reports on a developing approach to measuring social care outcome, designed to reflect outcomes across client groups. In this process it is important that we reflect the relative importance or value of these domains of outcome. This paper reports on a pilot study that investigated the feasibility of using discrete choice experiments to identify a financial “willingness to accept” valuation of a large number of domains and investigated factors associated with variations in respondents’ preferences. We conclude that, while the domains themselves need further work, the approach provides a helpful starting point in the difficult issue of reflecting population preferences for a large number of social care outcome domains.     

高校附属医院城市社区妇幼保健服务模式探讨

目的:探索高校附属医院城市社区妇幼保健服务模式,为公立医院改革提供新思路、新方法。方法:采用便利抽样方法,对辽宁省锦州市区由三级医院管理的某社区395名孕产妇进行问卷调查,分析孕产妇对保健知识和医院社区医疗服务模式的需求。结果:不同社会人口学特征的孕产妇对健康教育知识及健康教育方式的需求均不同。结论:高校附属医院城市社区妇幼保健作为一种新的妇幼保健管理工作服务模式,能增强医院对妇幼保健服务的支持,加快妇幼保健专业人才的培养,强化护理人员对妇幼保健护理的主动服务意识,为促进更加有效的妇幼保健管理模式和公立医院改革提供了新的工作思路和方法。     

德尔菲法在三级妇幼保健服务项目确定中的应用

根据妇幼保健机构的功能定位确定服务项目是妇幼保健机构建设和管理的重要内容。笔者采用德尔菲专家咨询法,通过两轮专家咨询对妇幼保健服务的重要性打分和一轮集中讨论,围绕着妇幼保健机构的功能定位,在大保健的理念下,梳理了三级妇幼保健服务项目,重新对省、地、县三级妇幼保健机构应该开展的服务项目进行界定。     

Job Satisfaction and Retention of Rural Community Health Nurses in North Dakota

A correlation between job satisfaction and employment longevity has been demonstrated by a number of researchers. However, the measurable aspects of job satisfaction only partially explain an individual's tenure at a particular job. Information about the relationship between job satisfaction and retention of community health nurses in a rural state was provided by 258 community health nurses in North Dakota who responded to a mailed questionnaire. Job satisfaction assessment included measures of autonomy, task requirements, salary, benefits, rewards, professional status, organizational climate, and interpersonal interactions. Job satisfaction was analyzed by taking into account the individual importance of each component. While the majority (61%) of the responding nurses indicated that they expected to stay in their current jobs for a period of five years or more, they were dissatisfied with various aspects of their jobs. The greatest factor influencing the nurses' choice of current position was job availability, followed by preferences for the particular health care agencies or communities. These findings indicate that retention of rural nurses should focus on strategies that go beyond improving job satisfaction.     

A comparison of three methods for estimating the requirements for medical specialists: the case of otolaryngologists.

OBJECTIVE: To compare three methods of computing the national requirements for otolaryngologists in 1994 and 2010. DATA SOURCES: Three large HMOs, a Delphi panel, the Bureau of Health Professions (BHPr), and published sources. STUDY DESIGN: Three established methods of computing requirements for otolaryngologists were compared: managed care, demand-utilization, and adjusted needs assessment. Under the managed care model, a published method based on reviewing staffing patterns in HMOs was modified to estimate the number of otolaryngologists. We obtained from BHPr estimates of work force projections from their demand model. To estimate the adjusted needs model, we convened a Delphi panel of otolaryngologists using the methodology developed by the Graduate Medical Education National Advisory Committee (GMENAC). DATA COLLECTION/EXTRACTION METHODS: Not applicable. PRINCIPAL FINDINGS: Wide variation in the estimated number of otolaryngologists required occurred across the three methods. Within each model it was possible to alter the requirements for otolaryngologists significantly by changing one or more of the key assumptions. The managed care model has a potential to obtain the most reliable estimates because it reflects actual staffing patterns in institutions that are attempting to use physicians efficiently. CONCLUSIONS: Estimates of work force requirements can vary considerably if one or more assumptions are changed. In order for the managed care approach to be useful for actual decision making concerning the appropriate number of otolaryngologists required, additional research on the methodology used to extrapolate the results to the general population is necessary.     

Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

Objective. To investigate determinants of job satisfaction among home care workers in a consumer‐directed model. Data Sources/Setting. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work‐health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer‐directed models of care and efforts to retain long‐term care workers.