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目的了解秦皇岛市海港区疾病预防控制中心(以下简称“疾控”)人力资源的现状,为今后人力资源的合理配置提供参考依据。方法对海港区疾控中心2011年6月在岗职工的存档资料进行整理分析,从性别、年龄、职称、学历和专业5个方面对海港区疾控中心人员构成进行描述。结果海港区疾控中心2011年6月共有在职职工78人,男女比例为0.32∶1。年龄以25～35岁所占比例最大,为39.74%。专业技术职称以中级职称人员所占比例最大,为51.22%;高级职称人员不足,初级职称及无职称人员所占比例较高。第1学历以中专为主,最高学历以大专为主,总体学历偏低。所学的专业初始学历和最高学历中均以非医学类专业(包括法律、会计专业等)为主,预防医学和检验专业人员比例均偏低。结论海港区疾控中心人员配备不足,男女比例不均衡,以中青年为主,总体学历偏低,高级职称人员偏少,所学专业中非医学类专业人员过多,人员结构不够合理,需加快对现有人员的补充、更新和专业技术培训,引进高层次、专业对口人才,以适应疾控事业发展的需要。
Objective To understand the current situation of human resources in Qinhuangdao Harbor Disease Prevention and Control Center (hereinafter referred to as “CDC”), and to provide a reference for the rational allocation of human resources in the future. Methods The data of the staff and workers in harbor in June 2011 were collected and analyzed. The composition of staff in Harbor Area CDC was described in terms of gender, age, professional title, academic record and specialty. Results Harbor Area Center for Disease Control and Prevention in June 2011 a total of 78 serving employees, male to female ratio of 0.32:1. The age of 25 to 35 years the largest proportion, 39.74%. The proportion of professional and technical titles to middle-level professional titles is the largest, accounting for 51.22%. There are not enough senior professional titles, with a high proportion of junior titles and titles without titles. The first academic qualifications to secondary school, the highest academic qualifications to college, the overall academic record is low. The first degree and the highest degree of professional education are all non-medical majors (including law, accounting, etc.), and the proportion of preventive medicine and testing professionals is low. Conclusions There is not enough staffing for the CDC in harbor area. The proportion of men and women is not balanced. The majority of middle-aged and young people are mainly young and middle-aged. The overall education level is low, the number of senior professional titles is too small. There are too many professional medical professionals in Central Africa and the personnel structure is not reasonable enough. We will speed up the replenishment, renewal and professional and technical training of existing personnel and introduce high-level and professional counterparts to meet the needs of the development of disease control and prevention.