福建省疾病预防控制机构人力资源现况分析

Analysis of Human Resouce Status of Disease Control and Prevention in Fujian Province

目的比较分析第十二个五年规划(以下简称"十二五")期末与期初福建省疾病预防控制机构(以下简称"疾控机构")人力资源配置状况,为有关部门提供参考。方法收集福建省"十二五"期初与期末疾控机构人力资源资料(包括数量、年龄、学历、职称等);组内、组间比较采用卡方检验。结果"十二五"期末,共有在职员工4 150人,人员缺口2568人,人员配置达标率为61.77%;人员配置比例1.08人/万人,远低于1.75人/万人的配置标准;专业技术人员3 446人(83.1%),比"十二五"期初增加3.5%(P<0.05);年龄以50岁以下人员为主(81.2%),地市级50岁及以上增4.0%(P<0.05),县(区)级30岁及以下增4.4%、31~50岁降6.1%(P<0.01);省级以研究生、大学为主体(78.8%),市、县以大学、大专为主体(70.7%);研究生增2.0%、大学增10.8%、中专及以下学历人员减11.4%(P<0.01),大专降1.3%(P>0.05);职称以中、初级为主(66.6%),高级增1.4%、中级增1.2%、初级增1.0%(P>0.05);共有中高级专业技术人员(含未聘人员)1945人,岗位数1 712个,人岗比为113.6%;工勤及其他无职称人员704人(16.9%),降3.5%(P<0.01)。结论人员总量不足,地市级中"老人"增多,县(区)级"疾控新人"增多且中青年"技术骨干"下降明显;职称晋升出现"扎堆现象",工勤及其他无职称人员所占比例仍然偏高,需要在今后的人力资源配置中予以重视并加以完善。

Objective To understand the status of human resources allocation of CDC in Fujian province between the 12 th Five-Year Plan period, and to provide references for relevant departments. Methods The human resource status of Fujian CDCs(total number, age, education,title, etc.) was collected at the beginning and end of the 12 th five-year plan period. Chi-square tests were used for intra-group and inter-group comparisons. Results By the end of the 12 th FiveYear Plan, there was a total of 4 150 employees, and the personnel gap were 2 568 employees.The ratio of personnel allocation were 1.08/104,below the allocation standard of 1.75/104,and the personnel compliance rate were 61.77%. The number of professionals was 3 446(83.1%)with an increase of 3.5%(P<0.05) The employees under50 years old were the main body,accounted for81.2%. The proportion of employees over 50 years old increased by 4.0%(P<0.05) at the municipal levels. The proportion of employees under 50 years old increase by 4.4(P<0.01),whereas the proportion of the staff aged 30~50 years old dropped by 6.1%(P<0.01) in the county and district levels. At the provincial level, 78.8% of the staff are postgraduate and undergraduate. At the county and district levels, the education of employees was dominated by undergraduate and junior colleges, accounted for 70.7%. The proportion of staffs with graduate degree increased by 2.0%,undergraduate increased by 10.8%,technical secondary school or below decreased by 11.4%(P<0.01) and the proportion of staffs with junior colleges decreased by 1.3%(P>0.05). As for the title,the lecturers and assistants were the main body,accounted for 66.6%.The proportion of professors increased by 1.4%,lecturers increased by 1.2% and the proportion of assistants increased by 1.0%(P>0.05). There were 1 945 middle-senior professionals(the unhired personnel were included) in all with a total of 1 712 posts;the ratio between middle-senior professionals and posts were 113.6%. There were 704 logistics and non-title(16.9%),decreased by3.5%(P<0.01). Conclusion The total number of employees is insufficient. The number of "old people" in the municipal levels has increased, the number of "new people for disease control" in the county and district levels has increased, whilst the number of young and middle-aged"technical backbones" has decreased significantly. The promotion of the title appears "clustering phenomenon". Non-title employees still accounted for a larger proportion. Those problems needs to be taken seriously and perfected in the future of human resources.