• Ayagyoz Umbetzhanova Astana Medical University, Kazakhstan
  • Gulmira Derbissalina Astana Medical University, Kazakhstan
  • Vitaliy Koikov Republican Centre for Нealth Development, Kazakhstan
  • Lyazzat Karsakbayeva Astana Medical University, Kazakhstan
  • Nasikhat Nurgaliyeva Astana Medical University, Kazakhstan
  • Dina Akhmetova Astana Medical University, Kazakhstan
  • Bibinur Ibraimova Astana Medical University, Kazakhstan
  • Zhanagul Bekbergenova Astana Medical University, Kazakhstan
  • Dameli Kassimova Astana Medical University, Kazakhstan
Keywords: competency, assessment, healthcare, managers, training


Currently, in the Republic of Kazakhstan, the institution of professional managers and transparent forms of health organizations management, including modern management technologies, are being implemented.  Thus, sufficient professional competency of managerial decision-makers should be one of the most important factors in ensuring the development of a national health system and implementation of all current reforms in the industry. This article aims to investigate the high relevance of the evaluation of health care manager’s competencies and the development of measures to improve its level.

In this cross-sectional study, we have analyzed managerial competencies of different levels of healthcare managers using a special questionnaire, which was developed by EPOS health management group to assess their competencies. We interviewed 61 managers of different levels. On the basis of feedbacks, core competencies and their possession by hospital managers were identified.

At the first stage, respondents were asked to assess the importance of different competencies required for their work activity. All levels of management showed the high practical importance of assessed competencies. Results of the basic level demonstrated a practical importance of competencies ranging from 73% to 85%, the middle-level managers were from 83% to 93%, and senior level results were 97% to 98%.  The next stage of the survey was an assessment of respondent’s average level of self-esteem for the competencies they possessed.  Mid- level managers showed a higher possession of competencies than other levels, from 56.8% to 70.2%; the basic level was from 46.9% to 59.6%; and senior level was from 41.6% to 54.7%. The questionnaire was designed in a way to highlight the training gaps as the difference between the importance attributed to the command of a given piece of knowledge, competency or skills, and the level of proficiency the managers are demonstrating currently.  Finally, the third stage assessed the training required, wherein each management level has their specific training requirements.  As research shows, senior managers have the highest level of required training.  For senior level, the greatest needs for training are “self-management” and “quality management.”  For basic level, trainings are in “HR management” and “quality management.”  For middle managers, their training needs are in all domains of management.

There is a discrepancy between the required and the actual competencies that different levels of health managers’ have. The largest gap between mandatory and existing competences exists at the basic level, in “Personnel Management.”  A gap in the mid-level was in “Information and Financial Management”; and it was in “Quality Management” for the senior level.  The proposed questionnaire could help to identify the most important training required to fill these gaps.


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