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目的分析西北某省级疾病预防控制机构近7年来人才流失的状况,探讨疾病预防控制机构人员绩效考核具体指标的制定。方法采用问卷调查、现场访谈和电话沟通记录方式收集流失人才的资料,使用Excel 2007建立数据库,利用Spss 13对数据进行一般性描述分析。结果收集流失人员共计45人的信息资料,包括卫生专业技术人员38人、占84.4%(38/45),行政管理和工勤人员7人、占15.6%(7/45),以大学和研究生学历为主、分别占51.1%(23/45)和31.1%(14/45),高级职称占22.2%(10/45)、中级职称占28.9%(13/45)、初级职称占48.9%(22/45);流失人才中卫生专业技术人员最多、占75.6%(38/45),以大学和硕士研究生学历居多、分别占51.1%(23/45)和31.1%(14/45),年龄多集中在35岁以下和36~45岁、分别占流失人员的53.3%(24/45)和31.1%(14/45)。结论根据流失人员的流失共性,对照现行管理办法,挖掘更为合理的绩效考核指标,制定科学、有效、切实可行的绩效考核办法,才能有效地留住专业人才。
Objective To analyze the status of brain drain in a provincial disease prevention and control institution in the past seven years in Northwest China and to explore the formulation of specific indicators for the performance evaluation of disease prevention and control institutions. Methods Questionnaires, on-site interviews and telephone records were used to collect information on the loss of personnel. A database was created using Excel 2007, and a general description of the data was conducted using Spss 13. Results A total of 45 people were collected, including 38 health professionals, accounting for 84.4% (38/45), 7 administrative staff and workers, accounting for 15.6% (7/45), with universities and graduate students 51.1% (23/45) and 31.1% (14/45), respectively, with 22.2% (10/45) senior titles, 28.9% (13/45) intermediate titles and 48.9% junior titles Accounting for 75.6% (38/45) of the total, accounting for 51.1% (23/45) and 31.1% (14/45) respectively, with the age of Mostly under the age of 35 and 36 to 45 years, accounting for 53.3% (24/45) and 31.1% (14/45) of those who lost their jobs, respectively. Conclusion Based on the commonality of the displaced persons, we can find out more reasonable performance appraisal indicators according to the current management methods, and formulate a scientific, effective and feasible performance appraisal method so as to effectively retain the professionals.