RESUMO
Regimento para estabelecer normas, competências e procedimentos da Comissão Permanente de Integração Ensino-Serviço do Estado do Tocantins - CIES Estadual/CIB-TO, que é uma instância intersetorial e interinstitucional permanente que participa da formulação, condução, monitoramento e avaliação da Política de Educação Permanente em Saúde EPS e atende o disposto no artigo 14 da Lei 8.080/1990, regulamentada pelo Decreto Presidencial N°. 7.508, de 28 de junho de 2011, e a Norma Operacional Básica de Recursos Humanos em Saúde (NOB/RH-SUS).
Rules to establish rules, competences and procedures of the Permanent Commission for Teaching-Service Integration of the State of Tocantins - State CIES / CIB-TO, which is a permanent intersectoral and interinstitutional body that participates in the formulation, conduction, monitoring and evaluation of the Education Policy Permanent in Health - EPS and meets the provisions of article 14 of Law 8.080 / 1990, regulated by Presidential Decree N °. 7,508, of June 28, 2011, and the Basic Operational Standard for Human Resources in Health (NOB / RH-SUS).
Normas para establecer normas, competencias y procedimientos de la Comisión Permanente de Integración Docente-Servicio del Estado de Tocantins - Estatal CIES / CIB-TO, que es un órgano permanente intersectorial e interinstitucional que participa en la formulación, conducción, seguimiento y evaluación de la Política Educativa. Permanente en Salud - EPS y cumple con lo dispuesto en el artículo 14 de la Ley 8.080 / 1990, reglamentado por Decreto Presidencial N °. 7,508, del 28 de junio de 2011, y la Norma Básica Operativa de Recursos Humanos en Salud (NOB / RH-SUS).
Assuntos
Diretrizes para o Planejamento em Saúde , Organizações/normas , Colaboração Intersetorial , Guias como Assunto/normas , Regulamentação Governamental , Educação Continuada/organização & administração , Direção e Governança do Setor de Saúde/normas , Conselho Diretor/normasRESUMO
Introducción: La intención política de elevar la representatividad de las mujeres en los cargos de dirección se manifiesta en diferentes espacios de debates. Objetivo: Describir las percepciones de mujeres y hombres sobre la participación femenina en los cargos de dirección en el sector de la salud. Métodos: Investigación cualitativa realizada en el periodo 2013-2017 en el sector de la salud cubano. Se revisaron fuentes de información, se aplicaron 28 entrevistas semiestructuradas a directivos y 13 entrevistas en profundidad a informantes clave. Se elaboró una guía de preguntas obtenidas de la literatura científica consultada y del consenso de expertos. Se indagó, a partir de experiencias personales, sobre los cargos que generalmente ocupan los hombres y los que habitualmente ocupan las mujeres. Además, se investigaron las causas que generan una menor representación de las mujeres en los cargos de dirección. Los datos se procesaron a partir del análisis de contenido. Resultados: Se constató la existencia de múltiples documentos que reflejan la voluntad del gobierno cubano de promover a las mujeres a cargos de dirección. Las personas entrevistadas tienden a separar o segregar los cargos en función del género, según los niveles de dirección y las responsabilidades que se adjudican o que despliegan hombres y mujeres en el ejercicio de los cargos. Conclusiones: De las percepciones que se evocan emergen rezagos de una cultura androcéntrica en la que se resaltan diferencias de género en los cargos de dirección de mayor jerarquía en el contexto social del sector de la salud cubano(AU)
Introduction: The political will of raising the women representativeness in leadership positions is manifested in different debate spaces. Objective: To describe the perceptions of women and men on women's participation in leadership positions in the health sector. Methods: Qualitative research conducted in the period 2013-2017 in the health sector in Cuba. The information sources were reviewed; 28 semi-structured interviews to managers and 13 in-depth interviews to key informants were applied. It was created a guide of questions obtained from the scientific literature consulted and after the experts' consensus. In addition, the causes that generate a lower representation of women in leadership positions were investigated. The data were processed on the basis of the analysis of content. Results: It was found the existence of multiple documents that reflect the will of the Cuban government to promote women to positions of leadership. The people interviewed tend to separate or segregate the positions on the basis of gender, according to management levels and responsibilities that are awarded or deployed by men and women in the exercise of the positions. Conclusions: From the mentioned perceptions emerge remnants of an androcentric culture in which are highlighted gender differences in leadership positions of greater hierarchy in the social context of the Cuban health sector(AU)
Assuntos
Humanos , Masculino , Feminino , Percepção , Identidade de Gênero , Conselho Diretor/normas , CubaRESUMO
OBJECTIVE: To evaluate the quality of the Mexican Board of Pediatric Surgery (MBPS) certifying system, using contemporary international guidelines. DESIGN: Retrospective assessment of evidence collected during the design and implementation processes of 2 consecutive applications of the MBPS certifying examination, using Cizek's checklist for evaluating credential-testing programs. It includes the relevant guidelines from the American Education Research Association, the American Psychological Association, the National Council on Measurement in Education, and the National Commission for Certifying Agencies. Four independent and previously trained raters used the checklist. They underwent a 2-week training using frame-of-reference and performance dimensions methodologies. SETTING: Certification examinations of MBPS. POPULATION: The 2013 and 2014 MBPS certification examinations, with 111 evidence items of the processes, followed for the assessment of 86 examinees. RESULTS: The checklist internal consistency was 0.89. Absolute interrater agreement was 0.34 for the 2013 and 0.66 for the 2014 editions of the examination. The 2013 examination complied with 55 (64%) of the checklist 86 items, in 2014 with 72 (84%). CONCLUSION: In 2014, the certifying system reached a quality of 84%. For optimal fulfillment of its social responsibility, the MBPS is required to maintain its level of quality and attempt to improve its performance.