Current status and problems of human resources of centers for disease control and prevention in Kashgar District， Xinjiang Uygur Autonomous Region
10.19428/j.cnki.sjpm.2022.22059
- VernacularTitle:新疆维吾尔自治区喀什地区疾病预防控制机构人力资源现状与问题分析
- Author:
Fang XIE
1
;
Yongchao HE
2
;
Chunyang ZHAO
1
;
Yuhua ZHOU
1
;
Abudureyimu TUERHONG
1
;
Yinhao LU
2
;
Yi HE
2
Author Information
1. Kashgar District Center for Disease Control and Prevention， Kashgar， Xinjiang 844000， China
2. Shanghai Municipal Center for Disease Control and Prevention， Shanghai 200336， China
- Publication Type:Journal Article
- Keywords:
center for disease control and prevention;
human resource;
Kashgar District
- From:
Shanghai Journal of Preventive Medicine
2022;34(11):1146-1152
- CountryChina
- Language:Chinese
-
Abstract:
ObjectiveTo evaluate the current situation of human resource allocation in district and county centers for disease control and prevention （CDCs） in Kashgar ， identify existing problems and influencing factors， and to provide scientific evidence for optimizing the human resource allocation. MethodsA survey was conducted among all CDCs in Kashgar in February 2022. The questionnaire included the institutional and individual questions. ResultsThe overall staff size approved for the CDCs in Kashgar was 604， with a staffing rate of 76.17%， among which the staffing rates in 5 county CDCs were less than 60%. Currently， there were a total of 524 approved staff members in all CDCs， resulting in a vacancy rate of 13.25%. In the district CDC， 85 staff members were on duty， while the median of staff on duty was 34 in each county CDC. The staff in the district CDC was ageing， of which those aged over 45 accounted for 67.06%. The staff in the county CDCs was generally young， of which those aged less than 35 accounted for 54.22%. Moreover， the proportion of staff with bachelor’s degree or above in the district and county CDCs was 31.76% and 24.95%， respectively. The proportion of staff without professional title was 32.94% and 48.03%， respectively. In contrast， the proportion of those with middle and senior professional title was 57.89% and 22.02%， respectively. In addition， in recent 3 years， 24 staff members resigned in the CDCs， all of whom had professional titles. ConclusionHuman resources are insufficient in CDCs in Kashgar. Furthermore， staff structure is unreasonable， with a serious loss of human resources. In particular， the district CDC needs to optimize the allocation of human resources.
