摘要
【目的】在新型冠状病毒肺炎(简称“新冠肺炎”)疫情防控背景下,梳理上海特大型城市区县级疾病预防控制(简称“疾控”)中心公共卫生人才队伍抗疫投入情况,分析总结区县级疾控中心公共卫生人才队伍现状和存在问题,提出加强和改进的建议措施。【方法】以服务人口数量568万的上海市浦东新区疾控中心(简称“浦东疾控”)为例,通过查阅资料、个别访谈、问卷调查、召开座谈会等方式,结合新冠肺炎疫情处置人员投入情况,描述浦东疾控人才队伍特征、人员招录与流失情况,调查影响人才队伍建设的因素。【结果】2014-2020年,浦东疾控计划招录人数175名,实际到岗人数115名,到岗率65.71%;离职共68名,平均每年离职近10名,流失率呈波动上升趋势(趋势χ^(2)=0.158,P<0.05)。2020年新冠肺炎疫情防控常态化以来,按现场处置一起疫情的投入人时数和现有在岗人数估算,已超负荷工作。2017-2019年人员薪酬基本维持在2016年水平(年均增长约2.5%),缺乏有针对性的人才引进和人才稳定政策,造成专业技术人才,特别是高学历、高职称人才的引进和培养困难。问卷结果显示,79.23%的被调查者认为需要完善人才激励机制,73.43%的被调查者认为需要营造良好的人才成长环境,50.24%的被调查者认为需要创新用人机制。目前普遍存在的问题有公共卫生人才数量难以满足新形势、新任务下的疫情防控需要,人员招录引进不足、流失相对严重,部分公共卫生人才的能力素质与新形势、新任务的需要存在一定差距等。【结论】上海特大型城市区县疾控公共卫生人才数量和质量难以满足新形势新任务下的疫情防控需要,公共卫生人才培训的针对性、系统性亟需加强,激励制度机制急待完善。
[Objective]In the context of COVID-19 prevention and control,to summarize the current situation of the public health personnel team development against the pandemic at a county-level center for disease control and prevention(CDC)in Shanghai’s extra-large urban area,to analyze and summarize the current situation and existing problems of the public health personnel team of the district and county-level CDCs,and to propose measures to strengthen and improve the development.[Methods]Taking the Shanghai Pudong New Area Center for Disease Control and Prevention,which serves a population of 5.68 millions,as an example,through information access,individual interviews,questionnaires,holding symposiums,etc.,combined with the deployment of personnel in the handling of the COVID-19,we described the Pudong New Area CDC’s talent team characteristics,personnel recruitment and loss,and investigated the factors affecting the construction of talent team.[Results]From 2014 to 2020,Pudong CDC recruited 115 people,and 65.71%of them chose to work there.68 people resigned,with an average of 6.8 people leaving every year,with a fluctuating upward trend in resignation rate(χ2=0.158,P<0.05).Since we entered the phase of regular COVID-19 prevention and control in 2020,the staff have been overloaded with work,based on the number of hours spent dealing with the pandemic on the spot and the number of people on the job.In 2017 to 2019,the salary of staff was basically maintained at the level of 2016(average annual growth of about 2.5%);it lacked targeted talent recruitment(one-time resettlement fee,etc.)and talent retention incentives(monthly housing subsidy for new employees,etc.).According to the questionnaire’s results,79.23%of the respondents believed that the talent incentive mechanism needs to be improved,73.43%believed that a good environment for talent growth needs to be created,and 50.24%thought that the employment mechanism needs to be reformed.It is difficult to meet the needs of pandemic prevention and control under the new
作者
潘杰
储强
周弋
沈奕峰
丁晓沧
PAN Jie;CHU Qiang;ZHOU Yi;SHEN Yifeng;DING Xiaocang(Pudong New Area Center for Disease Control and Prevention,Shanghai 200136,China;Fudan University Pudong Institute of Preventive Medicine,Shanghai 200136,China;Jing’an Preventive Medicine Association,Shanghai 200040,China)
出处
《上海预防医学》
CAS
2022年第11期1141-1145,共5页
Shanghai Journal of Preventive Medicine
