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Objective: to establish a community health service center director competency model and the corresponding evaluation methods (including self-assessment questionnaires and index system), provide a reference for the selection, evaluation and training director of the Center for the competence in the field of community health services application to provide a basis to improve the quality of community health service center managers. Methods: A qualitative and quantitative study of the combination, the combination of theory and empirical research, mainly including the following six ways: (1) document analysis method for the preparation of competency dictionary to develop the survey questionnaire and build competency index system; (2) behavioral event interview for the initial build competency model; (3) questionnaire, used to build the competency model, verify the reliability and validity of the questionnaire; (4) Delphi method, is used to determine the competency indicators system; (5) level analysis method used to determine the index weight; (6) number of reasonable statistical method, mainly using the mean, standard deviation and variation coefficient and other indicators Description Questionnaire A survey results and expert consultation results; using a group t test or TAB Team and the performance level of the non-parametric test was used to compare group interviews difference, the index weight difference on two rounds of consultation; pass rate and discrimination index test questionnaire B, item difficulty and discrimination, using Cronbach coefficient (Cronbach's a ) the inspection questionnaire B's internal consistency reliability, construct validity using factor analysis test questionnaire B; discriminant function using cluster analysis and discriminant analysis method to establish competency; Kendall coefficient of concordance (Kendall's W) analysts degree of coordination; adopted and the method of integration to calculate the index weight. Results: (1) build competency model of community health services director of the Center, including analytical thinking, building up a network, develop subordinates, teamwork, decision-making ability, sense of responsibility 6 competency. (2) to develop a \(3) the establishment of community health services director of the Center for Competency discriminant function to classify the results of the evaluation of the competency. (4) to construct the index system of the competency of the director of the Community Health Center, including a target of 6 and 20 secondary indicators, and to determine the weight of each index. (5) to determine the competency of the director of the Community Health Center index score, 100 points, 20 points analytical thinking, the establishment of a network of 18 points, the development of subordinates 8 points, teamwork 9 points, the decision-making capacity 23 points, a sense of responsibility 22 minutes. Project Analysis Questionnaire B (6), the questionnaire average pass rate of 75.39 percent, and 18 questions to identify the index is greater than 0.2; internal consistency reliability test found that the the questionnaire overall Cronbach coefficient of 0.732, each items competency Cronbach coefficient were 0.680,0.656,0.624,0.640,0.675,0.735; construct validity testing found that the use of a questionnaire scores, factor analysis extracted six common factors, the number of common factor model match the number of competency, and each common factor represents a competency; no effect on the scores of the six characteristics of gender, age, title of the job work experience, professional, regional competency, qualifications, work experience and competency score influential higher education, work longer life, higher competency score. Conclusions: (1) competency model is true and reliable, rational design of the index system, more appropriate to the selection of indicators, the index weight relatively accurate and reliable, reasonable index score. (2) B questionnaire has good reliability, validity, item difficulty can accept moderate discrimination, can be used as a means of self-assessment of a competency. (3) B of the questionnaire survey sampling methods and the basic situation shows that the large sample size of the sample, discriminant analysis results that better representation, true and reliable, and can promote the use of discriminant function. (4) competency index system and index score applies to community health services director of the Center for the selection, training, performance and compensation management, does not apply to other positions, the specific effects still need to practice test. To sum up, the director of the community health service centers competency model developed in this study and the evaluation method is more scientific, reasonable and feasible, practical, can be extended trial, further modifications and improvements in practical applications.
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