Objective: To evaluate the equity of human resource allocation in centers for disease control and prevention (CDCs) in China, so as to provide insights into optimizing human resource and promoting the high-quality development of CDCs. Methods: The number, age, educational level and professional title of CDCs personnel from 2017 to 2021 were collected from China Health Statistics Yearbook and China Statistical Yearbook. General information of human resource in CDCs across different provinces (autonomous regions, municipalities) was described, and the equity of human resource allocation was assessed using agglomeration degree. Results: The number of personnel in CDCs was 190 730 in 2017, and it began to increase from 2020, reaching 209 550 in 2021, with an average annual growth rate of 2.47%. The staffing gap decreased from 52 534 to 37 655. The proportion of personnel aged 55 years and older increased from 10.74% to 16.69%, the proportion of personnel with a bachelor's degree or above increased from 36.50% to 47.80%, the proportion of personnel with senior professional titles increased from 9.75% to 13.31%, and the number of personnel per 10 000 permanent residents increased from 1.36 to 1.48. Agglomeration degree analysis indicated that the equity of human resource allocation in terms of both geography and population was relatively good among the CDCs of 12 provinces (autonomous regions, municipalities) including Beijing, Tianjin and Liaoning; the equity of human resource allocation was relatively good in terms of geography and was relatively poor in terms of population among 11 provinces (autonomous regions, municipalities) including Shanghai, Jiangsu and Zhejiang; the equity of human resource allocation was relatively poor in terms of geography and was relatively good in terms of population among the CDCs of 8 provinces (autonomous regions, municipalities) including Inner Mongolia, Heilongjiang and Hainan. Conclusions Although there was an increase in the number of personnel in CDCs from 2017 to 2021, the growth rate was low. There were differences in the equity of human resource allocation among provinces (autonomous regions, municipalities), with a relative shortage of human resource in CDCs in the east area.

BACKGROUND: Plasma epidermal growth factor receptor (EGFR) mutation tests are less invasive than tissue EGFR mutation tests. We determined which of two kits is more efficient: cobas EGFR Mutation test v2 (cobasv2; Roche Molecular Systems, Pleasanton, CA, USA) or PANAMutyper-R-EGFR (Mutyper; Panagene, Daejeon, Korea). We also evaluated whether pleural effusion supernatant (PE-SUP) samples are assayable, similar to plasma samples, using these two kits. METHODS: We analyzed 156 plasma and PE-SUP samples (31 paired samples) from 116 individuals. We compared the kits in terms of accuracy, assessed genotype concordance (weighted κ with 95% confidence intervals), and calculated Spearman's rho between semi-quantitatively measured EGFR-mutant levels (SQIs) measured by each kit. We also compared sensitivity using 47 EGFR-mutant harboring samples divided into more-dilute and less-dilute samples (dilution ratio: ≥ or <1:1,000). RESULTS: cobasv2 tended to have higher accuracy than Mutyper (73% vs 69%, P=0.53), and PE-SUP samples had significantly higher accuracy than plasma samples (97% vs 55–71%) for both kits. Genotype concordance was 98% (κ=0.92, 0.88–0.96). SQIs showed strong positive correlations (P<0.0001). In less-dilute samples, accuracy and sensitivity did not differ significantly between kits. In more-dilute samples, cobasv2 tended to have higher sensitivity than Mutyper (43% vs 20%, P=0.07). CONCLUSIONS: The kits have similar performance in terms of EGFR mutation detection and semi-quantification in plasma and PE-SUP samples. cobasv2 tends to outperform Mutyper in detecting less-abundant EGFR-mutants. PE-SUP samples are assayable using either kit.
Epidermal Growth Factor ; Genotype ; Plasma ; Pleural Effusion ; Receptor, Epidermal Growth Factor