สมรรถนะพี่เลี้ยงกองทุนหลักประกันสุขภาพระดับท้องถิ่น

Abstract

This descriptive research was aimed to study the competencies of local health fund coaching staff. There are 7 provinces in the 12-Health-Region including Songkhla, Trang, Phatthalung, Satun, Yala, Pattani and Narathiwat. The data was provided by 24 coaching staff (self-assessment) and 53 funding staff (peer-assessment) using an online questionnaire with content validity (IOC = 0.89) and reliability (Cronbach's Alpha = 0.99). Random purposive sampling was conducted between June and September 2021. All data was analyzed using descriptive statistics. The results showed that the overall competencies of the coaching staff were at high level. The average total performance of self-assessment was 8.59 (minimum = 4, maximum = 10). The average total performance of peer-assessment was 8.73 (minimum = 5, maximum = 10). Average performances of male coaches and female coaches were 8.43 and 8.28. The coaching staff who were over 40 years had the highest average total performance (8.96). Coaching staff with bachelor’s degree had highest average performance (8.42). Average performances of coaching staff who were working in the public health department and those working in local government organizations were 8.46and 8.18. Coaching staff with work experience of more than 10 years had the highest average performance (8.45). Coaching staff who worked with the local health fund for 6-10 years had the highest average performance (8.69). Coaching staff with 5-6 years coaching experience had highest average performance (8.53). Coaching staff who worked with the Institute of Public Policy, Prince of Songkla University for 6-10 years had the highest average performance (8.69) Average performances of the trained coaching staff and the untrained coaching staff were 8.43 and 7.90. The competencies needed to be improved including monitoring performance, project development and personal personality. Policy suggestions: 1. To improve local health fund performance, we should focus on the coaching staff development of those who had low competency assessment scores. 2. Set up peer coaching team to enhance the operational performance of coaching staff.