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2019 — 2021年重庆市县级疾病预防控制中心人力资源现状及公平性评价

Human resource allocation in centers for disease control and prevention at county-level and its equity in Chongqing municipality, 2019 – 2021: an online survey

  • 摘要:
    目的 了解重庆市县级疾病预防控制中心(简称县级疾控中心)人员队伍、人才政策与迫切需求等现状,评价流动人员人力素质和人力资源公平性。
    方法 于2022年5月采取网络问卷方式调查重庆39家县级疾控中心2019 — 2021年人员队伍情况,采用人力素质综合评分评价2019 — 2021年流动人员综合素质,采用卫生资源聚集度模型评价人力资源公平性。
    结果 重庆39家县级疾控中心共有编制内2 674人,平均每万常住人口有县级疾控人员0.83名。2019 — 2021年县级疾控新进人员547人,离职76人,退休120人,共净流入351人,净流入人力素质评分为8.7分。重庆县级疾控人力资源缺乏,以中心城区最为突出,卫生资源聚集度与人口集聚度差值分别为 – 0.09和 – 1.68。39家县级疾控中心提出有关人员待遇、队伍建设、人才引进、科研能力、良好氛围5项迫切需求。
    结论 重庆市县级疾控中心人力资源总量不足,净流入人力素质评分不高,地区间人力资源配置不均衡,应针对迫切需求采取措施着力改善队伍现状,优化人力资源配置。

     

    Abstract:
    Objective To examine the status and equity of human resource allocation (HRA) in centers for disease control and prevention (CDCs) at county-level in Chongqing municipality.
    Methods An online survey with a self-designed questionnaire was carried among 39 county-level CDCs in Chongqing municipality during May 2022 to collect information relevant to HRA of the CDCs during 2019 – 2021. A comprehensive score was adopted to evaluate the quality of staff of the 39 CDCs. County-specific population agglomeration degree (PAD) and health resource agglomeration degree (HRAD) were calculated and the deficit between the two values of the degree was used for assessment of HRA equity.
    Results The total number of staff was 2 674, with an average number of 0.83 per 10 000 permanent population for the 39 county-level CDCs by the end of 2021. During the 3-year period for the 39 county-level CDCs, the total number of staff was 547 for the newly hired, 76 for the resigned, 120 for the retired, and 351 for the actually increased, respectively, and the mean comprehensive quality score for the actually increased staff was 8.7. The difference between HRAD and PAD was – 0.09 for all the 39 CDCs and – 1.68 for the CDCs in central urban region, indicating insufficient HRA. The 5 HRA-related matters most frequently proposed by the 39 CDCs included personnel benefits, team building, talent introduction, scientific research capability, and a good working atmosphere.
    Conclusion The overall HRA in county-level CDCs in Chongqing municipality was insufficient and unbalanced, with generally lower comprehensive quality for the actually increased staff. The results suggest that HRA in county-level CDCs of Chongqing municipality needs to be improved.

     

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