Objective To investigate the status of preventive healthcare human resources (PHHR)in Beijing urban communities,in order to offer a reference for the allocation of PHHR in Beijing communities. Methods A survey was implemented in 389 preventive healthcare professionals (PHPs)from 26 community health service centers (CHSCs)in Beijing urban areas by sampling between November and December 2015 with a self - developed questionnaire. The main contents of the questionnaire include the demographic data of PHPs and opinions about the number of PHPs offering services for community residents in Beijing. Of the 389 questionnaires administered,388 valid ones were returned with a response rate of 99. 7％. During the same period,we surveyed the relative managers of each of the 26 CHSCs about the number of PHPs by telephone. Results The data from the survey indicated that,the number of service population per preventive healthcare professional in 5 CHSCs,16 CHSCs,5 CHSCs was more than 10000 residents,5000 to 10000 residents,under 5000 residents,respectively. The rates of 387 respondents on the adequacy of the number of PHPs offering services for community residents in Beijing were 21. 5％ (83/ 387)for " good",32. 8％ (127 / 387)for " fair",and 45. 7％ (177 / 387)for " poor" respectively. The opinions of the respondents about the number of PHPs offering services for community residents in Beijing were significantly differed by age, professional and technical title,total length of employment,after - tax income,employment form,working district,and public health certificate by single factor analysis (P < 0. 05). Multivariate Ordinal regression analysis found that employment form and working district are factors associated with the opinions about the number of PHPs offering services for community residents in Beijing (P < 0. 05 ). Conclusion The main problems about PHHR in Beijing urban communities include low level of professional and technical title,lack of PHPs,and irrational structure of PHPs. In order to resolve the above problems,the measures should be implemented,which consist of optimizing the system of professional and technical title promotion,increasing income,and introducing PHPs with great efforts from areas outside Beijing.%目的 了解北京市城区社区预防保健人员(防保人员)人力资源现状,为进一步完善北京市社区防保人员人力资源配置提供参考.方法 采用分阶段抽样方法,选取北京城区26家社区卫生服务中心的389名防保人员为研究对象.于2015年11-12月,采用自行设计的调查问卷进行调查.问卷主要内容有:防保人员的基本情况、防保人员对防保人员数量充足与否的看法.共发放问卷389份,回收有效问卷388份,问卷的有效回收率为99.7％.电话询问社区卫生服务中心有关负责人获取2015年各社区卫生服务中心防保人员服务人口数据.结果 26家社区卫生服务中心中,其中5家社区卫生服务中心防保人员人均服务人口数超过1万人,16家社区卫生服务中心防保人员人均服务人口数为(0.5～1)万人;5家社区卫生服务中心防保人员人均服务人口数在0.5万人以下.有应答的387名防保人员中,认为北京社区防保人员数量配备充足者占21.5％(83/387),认为数量配备一般者占32.8％(127/387),认为数量配备不充足者占45.7％(177/387).不同年龄、职称、总工作年限、税后月收入、人事关系、城区及有无公共卫生岗位证的防保人员对防保人员数量充足与否看法的比较,差异有统计学意义(P<0.05).多因素Ordinal回归分析显示,社区防保人员的人事关系、所在城区是防保人员对社区防保人员数量充足与否看法的影响因素(P<0.05).结论 北京社区防保人员人力资源存在职称水平偏低、人员数量不足及结构配置不合理等问题.建议优化社区防保人员职称晋升制度、提高劳动报酬、加大人才引进力度等.
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