我国疾病预防控制中心人员编制配置水平的空间分析

Spatial analysis of the staffing level of Centers for Disease Control and Prevention in China

目的:本文分析了2004—2019年省级疾病预防控制中心(以下简称疾控中心)编制人员空间分布及变化特征,提出人员优化配置建议。方法:通过GeoDa分析编制人员全局和局域空间差异。结果:我国疾控中心编制人员配置总体上由西向东递减;2019年,23个省疾控中心人员数量不符合编制标准,14个省专业技术人员占比、3个省卫生技术人员占比低于标准;人力资源全局空间聚集水平不断下降,西部高—高聚集、东部低—低聚集,差异有统计学意义;不同时间段人力资源空间格局及其演变趋势受重大事件或政策影响。结论:疾控中心人力资源总体空间分布差距不断缩小,但省级水平分布不均,内部结构有待改善;应兼顾提升编制人员整体数量、改善不同类别编制人员占比,针对性弥补疾控中心的人员缺口。

Objective:To analyze the spatial distribution and evolution characteristics of China's staff within the Centers for Disease Control and Prevention(CDC)at the provincial-level from 2004 to 2019 in the phase of regular epidemic prevention and control,and propose targeted countermeasures and suggestions in order to promote the optimal allocation of personnel in the Centers for Disease Control and Prevention.Methods:GeoDa software was used to analyze the spatial distribution and evolution characteristics of staff of CDC in China and globally.Results:In general,the evolution analysis of China's CDC human resources showed a downward trend from the West to the East.The analysis results showed that in 2019,a total of 23 provinces with their staff quantity did not meet the establishment standard,the proportion of professional and technical personnel was below the standard in 14 provinces,and the proportion of health technical personnel was below the standard in three provinces.This pertains to the fact that the level of CDC human resources accumulation in China had been declining,according to the analysis results,and the Western region belonged to the“High-high”type area while the Eastern region fitted to the“Low-low”type area in China,with statistically significant differences.In addition,the changes in the spatial distribution and evolution trend of CDC human resources in different periods were easily affected by major events or policy implications.Conclusions:Although the overall spatial distribution gap of CDC human resources allocation in China is shrinking,there are still internal structural defects and a maldistribution at the provincial level.It is necessary to pertinently narrow the gap of staff quantity for CDC,to the improvement of the overall number of staff of CDC,to the amelioration of the proportion of different types of staffing and other perspectives which could contribute to the stabilization of the talent team and structure optimization of CDC human resource allocation.