农村贫困地区2002年至2006年县级卫生机构人员流动状况调查

Personnel turnover in county-level healthcare institutions in poor rural areas from 2002 to 2006

目的了解农村贫困地区卫生人力发展状况。方法抽样调查全国6个省13个样本县51家县级卫生机构2002年至2006年人员流动情况。结果被调查贫困县每千人口卫生人员数均低于所在省的平均水平。县级机构流入人员数多于流出人员。人员流人中，应届毕业生就业占43．50％，调入占40．58％；中专及以上学历者占95．83％，卫技人员占87．17％。流出人员中，离退休人员占70．44％，调离占22．33％；中专及大专学历者分别占38．91％及21．09％，卫生技术人员占69．74％。结论贫困县人均卫生人力仍较缺乏，需加大人才引进力度；县级卫生机构人员队伍有所优化，但仍有人才流失风险，应通过健全人才合理流动机制、引导医学院校毕业生就业等途径，加强贫困地区卫生人才队伍建设。

Objective To probe into the HR development of healthcare professionals in poor rural areas. Methods 51 county-level heahhcare institutions from 13 counties in six provinces were sampled to study the turnover from 2002 to 2006. Results The number of healthcare professionals per 1 000 population in the poor counties investigated was in average lower than that of counties in the same province; the inflow of personnel was higher than that of outflow. Of the inflow, 43. 50% were fresh university graduates, and 40. 58% were transferred from other organizations, 95. 83% have degrees of technical secondary schools and above, and 87. 17% were healthcare professionals. 70. 44% of the outflow were retirees, and 22. 33% were transferred outside; 28. 00% have only senior high school degrees or below, 69.74% were healthcare professionals. Conclusions The quality of healthcare personnel has been improved to some extent; but the risk of brain drain remains a challenge. An appropriate mechanism of personnel turnover should be built, and graduates from medical schools should be directed to reinforce healthcare teams in poor areas.