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M Ebrahimnia, A Amerion, M Azizabadi, H Khodami, S Herdari,
Volume 8, Issue 2 (23 2009)
Abstract

Background: Nowadays, researchers pay special attention to patients' satisfaction with emergency care services, as the first line of hospital health care services. However, few researches have been done about its related factors in our country. The aim of this study was assessment of patients' satisfaction with emergency care services in six military hospitals in our country and its related factors.

 Material and Methods: In this cross-sectional study, Satisfaction level of 360 patients of emergency care services in six military hospitals of Iran in 2007 was assessed. After discharge from emergency ward, a checklist containing basic information and a 12-item questionnaire about their satisfaction level with emergency care services was completed for each patient. A 5-level Likert scale was used for the response of each item. 20 to 100 scores were allocated to each response (completely dissatisfied to completely satisfied), respectively.

 Results: 3559/4220 responses (82.4%) were completely satisfied or satisfied. In respect to priority "Observation of moral points", "giving information" and "behavior of reception personnel" had the highest and on the other hand, "variety of medical specialists", "emergency ward facilities" and "speed in calling doctor" had the lowest satisfaction scores. The total satisfaction score which was reported by patients older than 35 yr(p=0.022), insurance coverage(p=0.002) and with history of previous referring to that emergency ward(p=0.017) were significantly higher than others. Sex, marital status and educational level had no statistical correlation with the total satisfaction score(p>0.05).

 Conclusion: The findings of this study revealed favorable satisfaction level of patients with emergency care services in military hospitals. However, it seems that using a variety of expert physicians and more facilities and also improvement in the process of calling doctor in emergency ward are the aspects which need the most amount of concern of health care managers in emergency centers.


Niloufar Amiri Ghale Rashidi, Farin Razaghi Kashani, Ramin Rahimnia, Ebrahim Jaafari Pooyan, Alireza Arab Yarmohammadi, Hadi Mokhtare, Masoud Rafati, Zohreh Jabari Moghadam,
Volume 23, Issue 4 (2-2025)
Abstract

Background and purpose: In Iran’s health system, the lack of a systematic process for selecting managers based on the specific competencies required in medical universities and the health sector has long been a challenge. To address this gap, Tehran University of Medical Sciences took the lead as the first institution to design a competency mapping framework for frontline and middle managers, aiming to align managerial selection with the strategic goals of the health system.
Methods: Firstly, a succession planning committee was formed in the university’s Vice-Chancellor for Management Development and Resource Planning. Following an extensive review of relevant models and strategies by several expert panels, this committee proposed guidelines for selecting selecting managers based on merit and developed a competency mapping process.
Results: The competency mapping process was structured into eight steps, including: candidate eligibility screening, assessment of general and technical competencies, 360-degree performance evaluation, review of prior experience, and participation in a mentoring-based empowerment program.
Conclusion: Using this merit-based selection model, top-performing candidates could be successfully appointed to managerial roles. A key achievement of this process is fostering a culture of meritocracy and advancing the organizational maturity of the university. Competency and talent mapping can serve as a robust framework for succession planning and managerial development in medical universities and the broader health system. This approach might significantly contribute to optimizing the selection and development of future leaders for critical positions via identifying skill gaps, assessing development needs, evaluating performance, and enhancing talent identification.

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