疾控机构中层干部选任竞争机制探索与实践  

Exploration and Practice of Competition Mechanism in Middle-Level Cadre Selection and Appointment in Centers for Disease Control and Prevention (CDC)

作　　者：刘玲玲[1] 李明莉[1] 

机构地区：[1]四川省疾病预防控制中心,四川成都610041

出　　处：《职业卫生与病伤》2013年第4期222-224,共3页Occupational Health and Damage

摘　　要：目的在中层干部选拔任用工作中引入竞争机制,为完善疾病预防控制中心(疾控机构)干部选拔任用政策提供科学依据。方法四川省疾病预防控制中心采取定性研究的方法,制订中层干部竞聘上岗方案,并按照相关程序组织实施。结果通过引入竞争机制,开展竞聘上岗,省疾控中心(疾控机构)中层干部队伍结构得到了优化,素质得到了提高。35岁以下的中层干部由原来2人增加到现在13人,大学本科以上学历中层干部比例较两年前增加了6个百分点,高级职称占66%。结论竞聘上岗是新形势下疾病预防控制机构中层干部选拔任用工作中比较科学的方法。Objective To introduce competition mechanism into work of middle - level cadre selection, and thus to pro vide scientific references for cadre selection policy in CDC. Methods Qualitative research method was used to develop scheme for middle - level cadre competition, which were then implemented according to relevant procedures. Results After introducing and implementing of cadre competition, the structure of middle - level cadres team was optimized; meanwhile ,the quality was improved. Cadres under age of 35 increased from 2 to 13 persons ,cadres with bachelor degree or above increased by 6% ; the proportion of cadres with senior titles increased to 66%. Conclusion Cadre compe tition is a scientific method in middle -level cadre selection and appointment in CDC under the new situation.

关 键 词：竞争上岗 中层干部 疾控中心 

分 类 号：R197.2[医药卫生—卫生事业管理]