基于胜任力的评价系统在普外科住院医师规范化培训中的应用

目的评价基于岗位胜任力的评价系统在普外科住院医师规范化培训中的应用效果。方法以岗位胜任力为基准设计和制定评价系统（包含4个一级指标和20个二级指标），于2020年应用于蚌埠医学院第一附属医院普外科医师规范化培训的考核中，221名被培训者包括专业型硕士研究生124名（A组）和统招规范化培训医师97名（B组），2组按培训时间分为A1和B1（培训时间为1年）、A2和B2（培训时间为2年及以上）；于培训结束后调查被培训者对评价系统的满意度。结果培训者对评价系统总体满意度为97.94%；A组和B组被培训者在一级指标医德医风、临床实践能力、临床综合能力、出科考核与考勤及总成绩的得分上差异无统计学意义（P>0.05）；A2和B2有6个二级指标（医患关系、病史质量、临床基本操作、跟台手术、处理复杂病人能力、临床思维能力）得分均高于A1和B1，差异有统计学意义（P＜0.05~P＜0.01）；专业型硕士研究生A2在体格检查得分低于A1，差异有统计学意义（P＜0.05）。结论基于岗位胜任力的评价系统在普外科医师规范化培训考核中具有良好导向作用，对不同年资的学生培训具有一定的指导价值。

Application value of the assessment system based on competency in the training of general surgical residents

ObjectiveTo evaluate the application value of the assessment system based on competency in the training of general surgical residents.MethodsThe assessment system was designed and developed based on the job competency(including 4 first-level indicators and 20 second-level indicators), and applied in the standardized training for general surgeons in The First Affiliated Hospital of Bengbu Medical College in 2020.Among 221 trainees, 124 professional postgraduate students and 97 standardized training physicians were divided into the group A and group B, respectively.The group A and group B were subdivided into the A1 and B1(training duration for 1 year), and A2 and B2 groups(training duration for 2 years) according to the training time.After the training, the trainees' satisfaction with the evaluation system was investigated.ResultsThe overall satisfaction with the assessment system in trainees was 97.94%.The differences of the scores of the first-level indicators of medical ethics, clinical practice ability, clinical comprehensive ability, examination and attendance, and total performance between group A and group B were not statistically significant(P>0.05).The scores of six second-level indicators(including doctor-patient relationship, medical history quality, clinical skills, surgical assistant, ability to deal with complex patients and clinical thinking ability) in group A2 and group B2 were significantly higher than those in group A1 and group B1(P < 0.05 to P < 0.01).The scores of the physical examination in group A2 were lower than that in group A1(P < 0.05).ConclusionsThe evaluation system based on job competency plays a good guiding role in the standardized training and assessment of general surgeons, and has certain guiding value for the training of students with different seniority.