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目的评价上海市浦东新区卫生人才激励机制改革的实施效果,为政策的持续和推广提供对策建议。方法分别于2014年和2015年12月底,向浦东新区共45家社区卫生服务中心的主管部门领导发送3套机构人员数量调查表,包括浦东新区社区卫生服务中心卫生人员数据收集表、浦东新区社区卫生服务中心流入卫生人员数据收集表、浦东新区社区卫生服务中心流出卫生人员数据收集表。将医务人员汇总为全科医师、公共卫生及其他医师、护理人员、其他卫生技术人员4类,重点分析推行“农村卫生人才队伍激励机制改革”的A(偏远农村12家)、B(一般农村11家)、C(城郊结合9家)3类社区卫生服务中心的医务人员流入、流失及总体情况。结果 2014年和2015年A、B、C 3类社区卫生服务中心的医务人员总数分别为3 842例和3 818例,全科医师、公共卫生及其他医师、护理人员、其他卫生技术人员的构成比分别为21∶25∶35∶19和23∶23∶35∶19。2014年和2015年3类社区卫生服务中心分别引入医务人员281例和282例,其中分别引入全科医师24例和39例,2015年较2014年增长62.50%。2014年和2015年3类社区卫生服务中心的医务人员流失率分别为4.35%(167/3 842)和3.77%(144/3 818)。2015年,流失的公共卫生及其他医师、护理人员分别占流失总数的43.75%(63/144)、34.03%(49/144)。结论卫生人才激励机制改革对卫生技术人员的吸引力较强,农村卫生技术人才的数量和结构均进一步优化,人员稳定性有所增强,但公共卫生及其他医师、护理人员的队伍建设有待加强。
Objective To evaluate the implementation effect of the reform of incentive mechanism for health professionals in Pudong New Area in Shanghai, and provide countermeasures and suggestions for the continuation and promotion of policies. Methods A total of 3 sets of institutional staff survey were sent to the heads of departments of 45 community health service centers in Pudong New Area at the end of December 2014 and December 2015, respectively, including the data collection form of health personnel of Pudong New Area Community Health Service Center, Health Service Center into the health personnel data collection table, Pudong New Area Community Health Center outflow of health personnel data collection table. The medical staffs were summarized as general practitioners, public health and other physicians, nursing staffs and other health technicians in four categories, focusing on the analysis and implementation of "A (remote rural 12), B ( 11 in general rural areas), and 3 (C) (suburban and nine) community health service centers. Results The total number of medical staff in Category A, B and C Community Health Service Centers in 2014 and 2015 were 3 842 and 3 818 respectively. The composition of general practitioners, public health and other physicians, nursing staff and other health technicians Compared with 21:25:35:19 and 23:23:35:19, respectively. In 2014 and 2015, three types of community health centers respectively introduced 281 medical staff and 282 medical staffs, of whom 24 were general practitioners and 39 For example, in 2015 an increase of 62.50% over 2014. The churn rates of medical staff in Category 3 community health service centers in 2014 and 2015 were 4.35% (167/3 842) and 3.77% (144/3 818) respectively. In 2015, the loss of public health and other doctors and nurses accounted for 43.75% (63/144) and 34.03% (49/144) of the total respectively. Conclusion The reform of incentive mechanism for health personnel is more attractive to health technicians. The number and structure of rural health professionals are further optimized and the stability of staff is enhanced. However, the team building of public health and other doctors and nurses needs to be strengthened.