[en] developed during last years. Nevertheless inside the sanitary field, and specifically inside the medical staff, there is not any valid, reliable and useful evaluation method of these competencies. For these reason, with our study we hope to make an evaluation and professional competencies proposal in the field of professional sanitary doctors. Our main goals have been to scientifically determinate what are the best methods to value the professional performance of the doctors in Castilla y Le?n. In addition we hope to cause the self-reflection, like a true engine in professional career and propose a management and human resources policy execution model which allows making planning and answer to several questions actually raised in sanitary administration. The determination of the valid evaluation methods will allow us to value the actual state of the sanitary system, focusing in its achievements and in its lacks. A based in the application of a mix technique study was design to achieve all the proposed goals, both qualitative and quantitative, taking as the mathematical basis a consensus method (the Delphy method) and then doing a statistical treatment of the obtained data. The Delphi method suggests a determined sequence in a formal and systematic process to obtain a consensus in a matter. This way, a select group of experts, which filled the 48 existing medical specialties, was requested to give, individually, their forecast in the matter. Later, the answers were integrated and newly put them to discuss in the experts group, until obtaining a consensus of the 90%. Three evaluations rounds were necessary to achieve this consensus. The evaluation methods obtained as perfect and favorable to value the professional performance of the Castilla y Leon doctors were, when valuing the detailed management of the staff, the quality and welfare indicators and the audited memory. In the same way and in order to estimate both the relationship with partners, patients and the team work, the perfect evaluation methods chosen were the 360 degrees survey, the pair observation and the 360 degrees valuation. Regarding to specific competencies inside each profile in each specialty, the clinical indicators and the clinical history auditory stood out. So, although any procedure or instrument to obtain the information with the aim of valuing can be applied to the professional performance evaluation, it is possible to affirm that the evaluation procedures described are the best to value the professional competencies of the doctors in Castilla y Le?n

[es] En los ?ltimos a?os se han desarrollado distintos m?todos de evaluaci?n de competencias de los diferentes profesionales. Sin embargo en la rama sanitaria y entre el personal m?dico no existen m?todos de evaluaci?n de competencias v?lidos, fiables y ?tiles. Se pretende desarrollar una evaluaci?n de competencias de los profesionales m?dicos sanitarios. Nuestros objetivos han sido determinar de manera cient?fica cu?les son los mejores m?todos para valorar el desempe?o profesional de los m?dicos de Castilla y Le?n. Con el fin de conseguir los objetivos propuestos se dise?? un estudio basado en una t?cnica mixta, cualitativa y cuantitativa, teniendo como base un m?todo de consenso (el m?todo Delphy) y realizando despu?s un tratamiento estad?stico de los datos. El m?todo Delphy propone una secuencia en un proceso sistem?tico para obtener un consenso sobre un tema en cuesti?n. De esta manera a un grupo de 15 expertos, que cubr?an las 48 especialidades m?dicas existentes, se les pidi?, de forma individual, sus previsiones sobre el objeto de estudio, y posteriormente esas respuestas fueron integradas y nuevamente puestas a consulta del panel de expertos, hasta obtener consenso del 90%. Para llegar a este consenso fueron necesarias tres rondas de valoraci?n. Los m?todos de evaluaci?n de competencias obtenidos como m?s ideales y favorables para valorar el desempe?o profesional de los m?dicos de Castilla y Le?n fueron, a la hora de valorar la microgesti?n del profesional, los indicadores de Calidad, los indicadores asistenciales y la memoria auditada. Del mismo modo para estimar tanto las relaciones con los pacientes como con los compa?eros y el trabajo en equipo, los m?todos de evaluaci?n ideales propuestos fueron la Encuesta 360?, Observaci?n por pares y la valoraci?n 360 grados. En cuanto a las competencias espec?ficas dentro del perfil de cada especialidad, destacaron los indicadores cl?nicos y la auditoria de historias cl?nicas