2014—2021年河北省县级疾控机构人力资源配置及公平性分析

职业与健康 ›› 2024, Vol. 40 ›› Issue (3): 409-413.

2014—2021年河北省县级疾控机构人力资源配置及公平性分析

马晓江¹, 周然¹, 邹显东², 张振喜¹, 高贵军¹, 崔力争³

1.河北省疾病预防控制中心信息所,河北石家庄 050021;
2.河北省卫生健康委项目办,河北石家庄 050000;
3.河北省预防医学会,河北石家庄 050000

收稿日期:2023-05-21 修回日期:2023-10-09 出版日期:2024-02-01 发布日期:2026-03-12
通信作者: 周然,高级工程师,E-mail：xzwld@sohu.com
作者简介:马晓江,女,高级工程师,主要从事公共卫生信息管理、监测和数据挖掘工作。
基金资助:
河北省医学科学研究计划课题（20220791,20231187,20231189）

Analysis on human resource allocation and fairness of county-level disease control and prevention institutions in Hebei Province from 2014-2021

MA Xiaojiang¹, ZHOU Ran¹, ZOU Xiandong², ZHANG Zhenxi¹, GAO Guijun¹, CUI Lizheng³

1. Information Department, Hebei Center for Disease Control and Prevention, Shijiazhuang Hebei, 050021, China;
2. Project Office, Hebei Provincial Health Commission, Shijiazhuang Hebei, 050000, China;
3. Hebei Preventive Medical Association, Shijiazhuang Hebei, 050000, China

Received:2023-05-21 Revised:2023-10-09 Online:2024-02-01 Published:2026-03-12
Contact: ZHOU Ran,Senior engineer,E-mail：xzwld@sohu.com

摘要/Abstract

摘要： 目的了解河北省县级疾控机构人力资源配置及公平程度,为提升河北省县级疾控机构公共卫生服务能力建设提供科学依据。方法发放调查表并结合中国疾病预防控制综合管理信息系统收集2014—2021年河北省县级疾控机构人员信息,采用描述分析和基尼系数、聚集度方法对全省县级疾控机构中心的人力资源现状和公平性进行分析。结果 2021年河北省县级疾控机构缺编2 825人,缺编率为21.64%,其中36个县（区）缺编率达50%以上,8个县（区）缺编率达到80%以上;虽与2014年相比增长了14.65%,但仍未达到国家标准要求;公卫人员、其他技术人员呈上升趋势,分别增长26.48%和88.42%;基尼系数按照人口分布计算,不同专业与整体人员数值均小于临界值0.4,符合一般公平性特征;按地理面积计算,整体人员的数值>0.4,公平性堪忧;聚集度P值统计：张家口、承德地区人员缺口较大。结论河北省县级疾控机构人员编制不足,人员结构老龄化,学科单一,存在地域差异。建议加强区域间专业技术人员的配置公平度,适度引进高层次人才,加强复合型交叉学科人才培养。

关键词: 疾控机构, 县级, 人力资源, 配置, 公平性

Abstract: Objective To understand the human resource allocation and fairness degree of county-level centers for disease control and prevention（CDC） in Hebei Province,provide a scientific basis for improving the public health service capacity construction of county-level CDC institutions in Hebei Province. Methods The personnel information of county-level CDC institutions in Hebei Province from 2014-2021 were collected by the questionnaire and China comprehensive management information system for disease prevention and control. The human resources status and fairness of the county-level CDC institutions were analyzed by description analysis,Gini coefficient and aggregation degree. Results In 2021,there were 2 825 people in vacancy from the county-level CDC institutions in Hebei Province,with the vacancy rate of 21.64%,and 36 counties（districts） had a vacancy rate of more than 50%,8 counties（districts） had a vacancy rate of more than 80%. Although it had increased by 14.65% compared with 2014,but it still did not meet the national standard requirements. The public health personnel and other technicians were on the rise,which was increased by 26.48% and 88.42% respectively. The Gini coefficient was calculated from the population distribution,the value of different specialties and overall personnel was less than the critical value of 0.4,which were in line with the general fairness characteristics. The Gini coefficient was calculated from the geographical area,the overall personnel value was >0.4,indicating a worrying fairness. The aggregation degree P value statistics showed that there was a large personnel gap in Zhangjiakou and Chengde. Conclusions The county-level CDC institutions in Hebei Province have insufficient staffing,aging personnel structure,single discipline and regional differences. It is suggested that the fairness of the allocation of professional and technical personnel among regions should be strengthened,the high-level talents should be appropriately introduced,and the training of interdisciplinary talents should be improved.

Key words: Disease control and prevention institutions, County-level, Human resources, Allocation, Fairness

中图分类号:

R197.2⁺1

马晓江, 周然, 邹显东, 张振喜, 高贵军, 崔力争. 2014—2021年河北省县级疾控机构人力资源配置及公平性分析. [J]职业与健康, 2024, 40(3): 409-413.

MA Xiaojiang, ZHOU Ran, ZOU Xiandong, ZHANG Zhenxi, GAO Guijun, CUI Lizheng. Analysis on human resource allocation and fairness of county-level disease control and prevention institutions in Hebei Province from 2014-2021. [J]OCCUPATION AND HEALTH, 2024, 40(3): 409-413.

参考文献

[1] 李娜,张人杰,邢宇航,等.浙江省各级疾控机构中心人力资源发展研究[J].预防医学,2019,31(1):10-14.
[2] 郝志强,程明羕,姜金星.我国贫困地区卫生人才队伍建设现状及对策研究——以G省为例[J].中国卫生政策研究,2020,13(7):15-19.
[3] 朱帅. 江苏省基层卫生人才政策分析与评价[J].江苏卫生事业管理,2020,31(8):1016-1020.
[4] 张晓,耿倩.2016—2018年无锡市疾控机构人力资源分析[J].中国初级卫生保健,2019,33(12):14-16.
[5] 卫生部.中华人民共和国卫生部令第40号:关于疾病预防控制体系建设的若干规定[EB/OL].(2005-01-05)[2023-03-01].http://www.gov.cn/gongbao/content/2005/content_75219.htm.
[6] 金雅玲,王子军,张一平,等.全国区县级疾病预防控制中心2014—2018年基本情况分析[J].中国公共卫生管理,2020,36(3):289-292.
[7] 国家卫生健康委员会.中国卫生健康统计年鉴2021[M].北京:中国协和医科大学出版社,2021:1.
[8] 河北省统计局.河北统计年鉴2021[Z].河北:石家庄,2021.
[9] 中央机构编制委员会办公室,中华人民共和国财政部,中华人民共和国国家卫生和计划生育委员会.关于印发疾控机构中心机构编制标准指导意见的通知[EB/OL].(2014-01-17)[2023-03-01].http://www.doc88.com/p-7428489980995.html.
[10] 张小娟,朱坤.2004—2015年我国卫生人力资源配置公平性趋势研究[J].中国全科医学,2018,21(1):82-87.
[11] 周兆菲,杨淑娟,高博,等.区域视角下四川省基层卫生人力资源配置现状及差异性研究[J].预防医学情报杂志,2022,38(4):538-543.
[12] 丁晓蓉,吕爱平.中医药防治传染病的体系建设探讨[J].世界科学技术(中医药现代化),2011,13(5):760-762.
[13] 彭安澜,李小华.武汉市卫生人力资源配置现状及公平性研究[J].中国社会医学杂志,2019,36(5):532-535.
[14] 彭蓉,邓蒙,覃娴静,等.2015—2017年广西卫生资源配置现状及公平性研究[J].中国卫生政策研究,2020,13(3):57-63.
[15] 吴其,黄阿红,陈默,等.安徽省护理人力资源配置公平性分析[J].医学与社会,2020,33(2):22-25.
[16] 韩志琰,温楠,宋奎勐,等.新医改前后山东省卫生资源配置的对比研究[J].卫生软科学,2019,33(4):22-28.
[17] 孙梦婷,王高玲,孙思萌,等.我国疾控中心人力资源配置现状以及公平性研究[J].现代医院管理,2021,19(5):5-9.
[18] 中华人民共和国国家卫生计生委.国家卫生计生委关于印发疾病预防控制中心岗位设置管理指导意见的通知[EB/OL].(2015-10-20)[2023-03-01].http://www.nhc.gov.cn/jkj/s7914/201510/ca6c2e622a4741c4b6c819b251ec35b4.shtml.
[19] 张田田,尹文强,孟翠香,等.中国疾病预防控制机构人力资源配置公平性分析[J].中国公共卫生,2022,38(3):339-343.
[20] 彭颖,吴莹,彭宏伟,等.长沙市基层卫生人才队伍建设现状与建议[J].中国医药导报,2019,16(26):177-180,185.
[21] 祝嫦娥,陈昭蓉,周丹丹,等.基层卫生人才队伍建设路径探索[J].医学与社会,2019,32(9):24-27,51.
[22] 秦江梅,张艳春,吴宁,等.绩效工资改革对我国基层医务人员积极性的影响[J].中国卫生经济,2013,32(8):71-72.
[23] 张成,赵晓恒,倪洁,等.基于集聚度理念的四川省医疗卫生资源配置公平性分析[J].现代预防医学,2020,47(19):3530-3535.
[24] 刘沛,袁磊,栗美娜,等.聚焦“十二五”以来陕西省卫生资源配置公平性评价[J].卫生软科学,2021,35(7):26-30.
[25] 中国政府网.中华人民共和国国民经济和社会发展第十四个五年规划和2035年远景目标纲要[N].人民日报,2021-03-13(001).
[26] 肖媛,叶婷.2013—2019年武汉市卫生人力资源配置及公平性分析[J].卫生软科学,2022,36(2):48-51,61.