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目的通过流动人员综合素质对比,进一步分析人员流失对疾病预防控制及相关公共卫生工作的影响,提出策略建议。方法采用综合素质评分法对疾控中心进入和流出人员综合素质对比分析,通过对文献的梳理分析人员流失原因。结果 2011-2015年,省级疾控中心流出人员的平均评分是进入人员评分的2.12倍;2015年县级疾控中心流出人员综合素质是进入人员的1.57倍。除离退休人员后,差距有所缩小,分别为1.5倍和1.34倍。结论应从提高薪酬水平、保障人员编制等方面入手,提高疾控中心岗位吸引力。
Objective To compare the overall quality of migrants and further analyze the impact of loss of staff on disease prevention and control and related public health work, and put forward tactical suggestions. Methods The comprehensive quality score method was used to compare and analyze the comprehensive quality of personnel entering and leaving the CDC, and analyzing the reason of staff loss by combing the literature. Results From 2011 to 2015, the average score of outflow personnel at the provincial CDC was 2.12 times of the entry personnel score; in 2015, the overall quality of discharged persons at the county level CDC was 1.57 times that of the entering staff. After retirement, the gap narrowed to 1.5 times and 1.34 times respectively. Conclusion We should start with raising the salary level, safeguarding staffing, and other aspects, and increase the attractiveness of CDC posts.