Anaesthesia Recruitment Validation Group, Department of Anaesthesia, Plymouth Hospitals NHS Trust, Plymouth PL6 8DH, UK.
Br J Anaesth. 2010 Nov;105(5):603-9. doi: 10.1093/bja/aeq228. Epub 2010 Aug 24.
Assessment centres are an accepted method of recruitment in industry and are gaining popularity within medicine. We describe the development and validation of a selection centre for recruitment to speciality training in anaesthesia based on an assessment centre model incorporating the rating of candidate's non-technical skills.
Expert consensus identified non-technical skills suitable for assessment at the point of selection. Four stations-structured interview, portfolio review, presentation, and simulation-were developed, the latter two being realistic scenarios of work-related tasks. Evaluation of the selection centre focused on applicant and assessor feedback ratings, inter-rater agreement, and internal consistency reliability coefficients. Predictive validity was sought via correlations of selection centre scores with subsequent workplace-based ratings of appointed trainees.
Two hundred and twenty-four candidates were assessed over two consecutive annual recruitment rounds; 68 were appointed and followed up during training. Candidates and assessors demonstrated strong approval of the selection centre with more than 70% of ratings 'good' or 'excellent'. Mean inter-rater agreement coefficients ranged from 0.62 to 0.77 and internal consistency reliability of the selection centre score was high (Cronbach's α=0.88-0.91). The overall selection centre score was a good predictor of workplace performance during the first year of appointment.
An assessment centre model based on the rating of non-technical skills can produce a reliable and valid selection tool for recruitment to speciality training in anaesthesia. Early results on predictive validity are encouraging and justify further development and evaluation.
评估中心是工业界招聘的一种公认方法，在医学领域也越来越受欢迎。我们描述了一种基于评估中心模型的选拔中心的开发和验证，该模型纳入了对候选人非技术技能的评分，用于招聘麻醉专业培训。
专家共识确定了适合在选拔点评估的非技术技能。开发了四个站点——结构化面试、档案袋审查、演示和模拟，后两个是与工作相关任务的真实场景。选拔中心的评估侧重于申请人和评估者的反馈评分、评分者间的一致性和内部一致性可靠性系数。通过与随后任命的受训者的基于工作场所的评分相关联，寻求预测有效性。
在连续两年的招聘中，有 224 名候选人接受了评估；68 名候选人被录取并在培训期间进行了随访。候选人及评估者对选拔中心给予了高度认可，超过 70%的评分是“好”或“优秀”。平均评分者间一致性系数范围为 0.62 至 0.77，选拔中心评分的内部一致性可靠性较高（Cronbach's α=0.88-0.91）。总体选拔中心得分是第一年工作表现的良好预测指标。
基于非技术技能评分的评估中心模型可以为麻醉专业培训的招聘提供可靠和有效的选拔工具。预测有效性的早期结果令人鼓舞，证明了进一步的开发和评估是合理的。
