2020年深圳市原经济特区内区级疾控中心人力资源现状分析  

Analysis of the current situation of human resources of district level CDCs in the former special economic zone of Shenzhen City in 2020

作　　者：黄振翔 黄一燕[1] HUANG Zhen-xiang;HUANG Yi-yan(Luohu District Center for Disease Control and Prevention,Shenzhen,Guangdong 518020,China)

机构地区：[1]深圳市罗湖区疾病预防控制中心,广东深圳518020

出　　处：《中国公共卫生管理》2022年第6期747-750,共4页Chinese Journal of Public Health Management

基　　金：深圳市罗湖区软科学研究计划(LX20211110)。

摘　　要：目的分析深圳市原经济特区内区级疾病预防控制中心(以下简称疾控中心)人力资源现状,为制定加强深圳市区级疾控中心人才队伍建设措施提供参考依据。方法收集2020年深圳市原经济特区内区级疾控中心的人力资源信息,包括人员数量、编制情况、人员结构等信息,进行描述性统计分析。结果2020年深圳市原经济特区内区级疾控中心每万人拥有疾控工作人员0.84人,每万人拥有疾控工作人员总编制数为0.64人,性别比为100.00∶123.16,专业技术人员占83.29%,高级职称人员占31.90%,说明人力资源配置仍然存在较大缺口,且存在人员分布不均衡、结构不合理、综合素质有待提高、职称比例失衡、聘任机制有待优化等问题。结论建议增加区级疾控中心卫生技术人员数量,提高人员素质;加大对公共卫生领域财政投入力度,提高卫生技术人员工资待遇;重新核定区级疾控中心人员编制,加强人才队伍建设,优化人才结构,建立健全人才激励机制,重视并加强人才培养。Objective To analyze the current situation of human resources of the district level centers for disease control and prevention(CDC)in the former Special Economic Zone of Shenzhen,to provide reference for further improving the construction of the talent team of district level CDCs in Shenzhen City.Methods Collecting the personnel information of the district level CDCs in the former Special Economic Zone of Shenzhen in 2020,including the number of personnel,staffing,personnel structure and other information,and carrying out descriptive statistical analysis.Results In 2020,the total number of disease control staff per 10000 people of the district level CDCs in the former Special Economic Zone of Shenzhen was 0.84,the total number of staff per 10000 people was 0.64,the total gender ratio was 100.00∶123.16,the proportion of professional and technical personnel was 83.29%,and the proportion of senior professional titles was31.90%.This showed that there was still a large gap in the allocation of human resources,and the distribution was uneven,the human resources structure was not reasonable,the comprehensive quality of personnel still needed to be improved,the proportion of professional titles was unbalanced,the appointment mechanism needed to be optimized.Conclusion It is suggested to increase the number of health technicians in the grass-roots CDCs and improve their quality;increase financial investment in the field of public health,improve the wages of health technicians;and re-verify the staffing of district level CDCs,strengthen the construction of talent team,optimize talent structure,establish and improve talent incentive mechanism,attach importance to and strengthen talent training.

关 键 词：疾控中心 人力资源 人才队伍建设 深圳 

分 类 号：R197.2[医药卫生—卫生事业管理]