多举措推进固定无偿成分献血者队伍建设

Multi-strategies promoting regular platelet apheresis donor recruitment and retention

目的对固定无偿成分献血者队伍建设成效进行系统性评价。方法固定无偿成分献血者队伍建设举措包括工作人员多角色扮演机制建立、献血流程优化无缝对接、献血服务规范专人整体护理、人性化的献血后延伸服务机制建设、精准招募和预约献血实施、多种关爱激励保留机制建立、量化的绩效考核方案实施及开展多项目的创新和研究等,对2012—2016年固定成分献血者人数、人次、献血量,新增成分献血人数、人次,当年重复献血人数、人次,流失成分献血人数、流失比例和血液检测结果使用SPSS 19.0统计软件包进行数据分析。结果 2012—2016年固定成分献血者人数由3 333人增加至4 268人,构成比由41.7%上升至67.5%（P〈0.001）,固定献血人次由9 798人次增加至18 641人次,构成比由66.5%上升至89.4%（P〈0.001）,固定献血量由13 605.8 U增加至28 195.6 U,构成比由69.0%上升至91.6%（P〈0.001）;新增成分献血者固定献血人次由1 178人次增加至2 578人次,构成比由17.6%上升至45.0%（P〈0.001）;1年内献血3次以上的成分献血人次由7 112人次增加至15 599人次,构成比由48.2%上升至74.8%（P〈0.001）;成分献血流失人数由4 767人下降至3 348人,构成比由64.3%下降至51.7%（P〈0.001）;成分献血初筛合格率由71.1%上升至85.5%（P〈0.001）,血液检测合格率由99.11%上升至99.64%（P〈0.001）。结论多措并举的固定无偿成分献血者队伍建设策略实施是保障机采血小板稳步增长,提供安全、充足血液的基础。

Objective To systematically evaluate the current model recruiting and maintaining apheresis blood donors. Methods A multi-strategy management model was implemented, including multi-role staff assignment systems, blood donation workflow optimization with direct workflow transfer, donation service regulating by special agents with overall patient care, post donation services, target-specific recruitment/appointment implementation, care-and-motivation-oriented retention methods, quantitative performance index evaluations, supporting muhiple innovation and research projects, etc. Statistical analysis was conducted by SPSS 19.0 on the number of apheresis donors and donations made, the amount of donations, the number new recruits, the number of multi-time donors, the number and ratio of the lost recruits, and the blood test results of blood analysis under a time window from 2012-2016. Results From 2012 to 2016, the number of regular apheresis donors increased from 3 333 （ 41.7% ） to 4 268 （ 67.5% ） （ P〈 0. 001 ）. The number of regular apheresis donations increased from 9 798 （ 66. 5% ） to 18 641 （ 89.4% ） （ P〈 0. 001 ） .The amount of regular apheresis donations increased from !3 605.8 U （69. 0%） to 28 195, 6 U （91.6%） （P〈 0. 001 ）. The number of new regular apheresis donations increased from 1178 （ 17. 6%）to 2 578 （45. 0%） （P〈 0. 001）. Donors with 3 times or more donations per year increased from 7 112 （48.2%） to 15 599 （ 74. 8% ） （ P〈 0. 001 ） .The number of lost recruits decreased from 4 767 （ 64. 3% ） to 3 348 （ 51.7% ） （ P〈 0. 001 ）. The qualification rate of the initial screening test increased from 71.1% to 85.5% （P〈 0. 001 ）, and the qualification rate of the overall blood tests increased from 99. 11% to 99.64% （P〈 0. 001 ）. Conclusion Our model lay the foundation for the promotion donor numbers as well as improved blood safety and supply.