目的：了解区域社区卫生服务中心（站）和承担地段保健任务医院的公共卫生服务人力资源情况，为社区公共卫生服务人力配备情况提出建议。方法：对全区45家社区卫生服务中心（站）和承担地段保健医院和院内公共卫生服务人员进行问卷调查，调查各社区公共卫生服务人力资源配置情况、在“十二五”期间的变化情况及工作人员个人情况。结果：“十二五”末，朝阳区各社区卫生服务中心（站）和承担地段保健医院公共卫生工作人员（全职从事公共卫生相关工作的人员）共710人，较“十一五”末期增加104人；正式编制443人，聘用人员267人，其中正式编制人员构成比较“十一五”末期下降2个百分点；年龄仍以20~39岁为主，平均年龄36.1岁；在人员文化程度结构上，朝阳区在“十二五”期间呈现了向高文化程度发展的趋势，大专以上文化程度人员所占比例显著高于全国水平，逐步淘汰了高中及以下文化程度的人员，且结构主体由大专（42.9%）转变为大学本科（51.1%）；职称结构仍不合理，主要以初级职称为主（58.6%），高级和副高职称人员仅占全部人员的3.7%，整体职称结构呈现“锥形”。全区新进防保人员359人，离岗229人，辞职人员占全部离岗人员的20.3%。公共卫生人员主要以护士居多，公共卫生专业毕业的人员仅占29.8%，比例较低，不利于工作开展。人员流动的原因主要为待遇低、工作压力大、晋升空间小等。结论：公共卫生服务人员职称结构需调整，社区公共卫生医师数量需增加和辞职离岗人员增多是社区公共卫生人力资源管理需要解决的问题。%Objective:To understand the regional human resources of community health service centers(stations) and the hospitals that undertake public health services of the community,and put forward some suggestions. Methods:A questionnaire survey was performed on the staff in 45 community health service centers(stations)and the hospitals that undertook public health services of the community. Human resource allocation in public health services,the trend of their changes during the 12th Five-Year Plan period,and staff’s individual circumstance were investigated. Results:At the end of the 12th Five-Year Plan,the number of the staff in community health service centers(stations)and the hospitals that undertook public health services of the community of Chaoyang District(full-time public health related staff)was 710, which was 104 more than that at the end of the 11th Five-Year Plan;totally 443 of them were in-staff,and 267 were off-staff;the number of the people who were in-staff fell two percentage points than that at the late 11th Five-Year Plan;most of them were mainly between 20 and 39 years old,and the average age was 36.1;in the academic structure of personnel, Chaoyang District has developed to a higher degree during the 12th Five-Year Plan,its proportion of staff with college education was significantly higher than that of the national level,which phased out personnel of high school and below, and the main educational structure consisted of college(42.9%)and university(51.1%);the structure of professional title was still not reasonable and mainly in the primary professional title(58.6%),senior professional titles only accounted for 3.7%of all personnel,and the overall structure of the title like the “cone”. There were 359 newly introduced,229 left their positions,and people who resigned was 20.3%of all people. Public health workers were mainly nurses;public health professional graduates accounted for only 29.8%;the proportion was low and was not conducive to daily work. The main reasons for the personnel flow included low salary,work pressure and less opportunity of professional promotion. Conclusion:The main problems in human resource management in public health area are:public health staff’s professional title structure needs adjustment,number of community public health doctors needs to be increased,and the increase of resignation staff.
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