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discernment of core competencies pilot project

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discernment of core competencies pilot project

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    1. Discernment of Core Competencies Pilot Project MAS Meeting March 9, 2004 – New Orleans Goals for today - Goals for today -

    2. Goals for today - Goals for today -

    3. “Each call gave me something to reflect on personally and professionally. They were also fun (when’s the last time you heard that about a conference call!)” Goals for today - Goals for today -

    4. “I now view my “core competencies” not as something I just possess, but something I need to continue to work on over time. my yearly performance evaluation has become an opportunity rather than a task.” Goals for today - Goals for today -

    5. Background 2001 MAS Strategic Plan - Goals 1a and 1b: Learning needs and professional development June 02 Several approaches proposed to Goals 1a and 1b. MAS input solicited Sept. 02 Three projects outlines, each needing a leader. Tom Arneson volunteered for DOCC lead Dec. 03 MASX support and resources confirmed Feb. 03 Solicitation for participants (at Technical Conference in Orlando and by MAS group email) Goals for today - Goals for today -

    6. Participants Sam Abbate Tom Arneson Lynn Bryant Bev Collins Mary Fermazin Gregg Laiben Jane Pederson Tony Sun Mark Boesen – AHQA staff for project Goals for today - Goals for today -

    7. Project Overview Interviews Series of seven conference calls (May ’03 – Nov. ’03) Kick-off/organizational call Reports on interviews as springboard for discussion (4 calls) Refinement and classification of competencies identified in discussions; conversation about how competencies list could be useful (2 calls) Goals for today - Goals for today -

    8. Interview Report Template Background, current roles and responsibilities In what ways do they influence health care professionals in QI? What has their career path been? How did they get to their present position? Who have been their role models? What are the main ways they use their time in their current position? Goals for today - Goals for today -

    9. Interview Report Template (cont’d.) Relationships with practicing physicians Are they still engaged in clinical practice? Do they think it is important to remain in clinical practice? Are there things they had to give up in making the transition to an administrative role? Are there ways their current role alienates them from practicing physicians? How do they deal with that? How do they help develop leadership in QI among practicing physicians? Goals for today - Goals for today -

    10. Interview Report Template (cont’d.) Competencies needed for their current position What do they see as the core competencies they need? What educational, training, or development experiences have they found especially helpful? In what ways do they feel most successful? What are the key competencies for achieving these successes? What competencies are they now intentionally developing? Goals for today - Goals for today -

    11. Persons Interviewed Position: Medical Director/CMO – 7 President/CEO – 2 Setting: Hospital – 3 Health Plan – 3 IPA – 2 Medical Association - 1 Goals for today - Goals for today -

    12. Persons Interviewed (cont’d.) Yes No Administrative Training? 7 2 Mentors in Career? 4 5 Active Clinical Practice? 5 4 QI Responsibilities? 8 1 UR Responsibilities? 6 3 Physician development 7 2 responsibilities? Financial Responsibilities? 7 2 Goals for today - Goals for today -

    13. Highlights from an interview Goals for today - Goals for today -

    14. Categorization of Core Competencies Knowledge Communication and Relationship Skills Characteristics Self-Development Administrative Skills Goals for today - Goals for today -

    15. Final List of Core Competencies Knowledge Knowledge base (11 areas identified) Effective strategies for keeping knowledge current Communication and Relationship Skills Leadership Networking and mentoring Teamwork Visibility Goals for today - Goals for today -

    16. Final List of Core Competencies (cont’d.) Characteristics Flexibility Optimism Integrity Perseverance Curiosity Self-Development Growth Improvement Refreshment Goals for today - Goals for today -

    17. Final List of Core Competencies (cont’d.) Administrative Skills Organizing information Setting priorities Tech savvy Goals for today - Goals for today -

    18. Observations on Competencies List Not definitive Further work could refine and improve it Not all-inclusive Example: Does not include competencies needed for managing staff Not prescriptive Mastery of all competencies not necessary for success Specifics of position and organization will give different weights to different competencies However, even as it now exists, it can be useful Goals for today - Goals for today -

    19. Uses for Core Competencies List Now MAS members can use for self-assessment and making or refining a development plan MAS members could use within their organization to stimulate discussion of their roles and prioritization of competencies for those roles MAS can use to guide development of education and growth opportunities it sponsors Goals for today - Goals for today -

    20. Ideas for Additional Efforts MAS Could Take in the Area of Core Competencies Get feedback on core competencies list from broader QIO audiences for refinement: Full MAS membership CEO Section membership? Staff at QIOs? Sponsor additional projects with format similar to DOCC (individual interviews as springboard for group discussion) Compile list of existing educational programs and resources for growth in areas of core competencies Goals for today - Goals for today -

    21. Ideas for Additional Efforts MAS Could Take in the Area of Core Competencies (cont’d.) Dialog with other organizations to: Continue refinement of core competencies list, Develop catalog of existing educational programs and resources, and Promote creation of relevant educational programs and resources within those organizations Promote or sponsor self-development groups for mutual mentorship and growth Produce a list of existing assessment tools in selected areas of core competencies (example: inventory of leadership behavior). Format and test an instrument for rating proficiency in core competencies. Such a tool could be used by MAS members for self-assessment or for getting input from colleagues. Goals for today - Goals for today -

    22. Observations on DOCC Pilot Project Valuable to participants Efficient use of resources Good start on discerning core competencies Goals for today - Goals for today -

    23. DOCC Wrap-Up Manuscript for publication Final report to be submitted to MAS (will include interview reports and discussion notes from conference calls) Goals for today - Goals for today -

    24. Contact Information Tom Arneson, MD, MPH Lead for DOCC Pilot Project E-mail: tarneson@mnqio.sdps.org Goals for today - Goals for today -

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