Study On Competency Indicators And Its Influencing Factors For The Staff Of The Center For Disease Control And Prevention In The Main Ueban Area Of Chongqing

Objective:To establish a competency indicators system for the staff of district and county level Centers for Disease Control and Prevention to be competent for the related work of grass-roots disease control organizations,understand the status of the competency of grassroots Centers for Disease Control and Prevention workers,and explore the influencing factors of its competency status.Therefore,the indicator system is used to guide the construction of the talent team of grass-roots disease control institutions,guide the all-round improvement of disease prevention and control capabilities,and better promote the development and progress of grassroots public health services and disease prevention and control in China.Methods:(1)Through literature research,pre-evaluation and consultation with experts,according to previous research at home and abroad,combined with the actual work of China’s district and county level Centers for Disease Control and Prevention,preliminary establishment of grassroots workers competent for disease control industry work competency candidate indicators system.(2)The Delphi expert consultation and Analytic Hierarchy Process were used,and selecting the experts according to the expert selection criteria,the selection includes municipal and district level Centers for Disease Control and Prevention,disease prevention and control and public health related experts in colleges and universities.Two rounds of Delphi consultation was conducted,so as to establish the indicators system and the hierarchical analysis judgment matrix,and construct the grassroots employees work for disease control and prevention industry competency indicators system and the weighting.(3)In the district and county level Centers for Disease Control and Prevention in the main urban area of Chongqing,a total of 667 samples were collected for electronic questionnaire survey,of which 664 were valid samples.Before the questionnaire survey,experts were organized to consult and confirm the research program and questionnaire,the support and training of investigators were obtained from the participating research units through the mobilization meeting,so as to understand the status and study its influencing factors which of disease control industry employees’ competency indicators in grassroots Centers for Disease Control and Prevention.(4)Delphi expert consultation data was entered with Epidata 3.1,and the questionnaire survey data was generated automatically by the computer.Through Office 2010,the degree of experts’ enthusiasm and authority was calculated.Yaahp 12.2 software was used to calculate indicator weight and conduct random consistency test.SPSS 22.0 was used to calculate the concentration degree,consistency degree,and reliability and validity of the questionnaire.Comparing the differences in competency level between different factors was the Mann-Whitney U test and Kruskal-Wallis H test.The influencing factors of the current status of the competency were studied through multiple ordered Logistic regression analysis,and the test level was =0.05.Results :(1)Delphi Expert Consultation has a total of 24 experts.Aged 35 and above.Working years of 10 years or above.There were 11 males and 13 females.2,2 and 20 experts from colleges,municipal and district-level Centers for Disease Control and Prevention respectively.17 undergraduates,5 masters and 2 doctors.There are 3 intermediate professional titles,15vice-senior professional titles and 6 senior professional titles.Two rounds of expert’s authority coefficient 0.78,and the positive coefficient are 100%.Kendall’s W coefficient in the first round was 0.242,the second was 0.301,and statistical test showed that p<0.05.Cronbach α value of the Delphi consultation questionnaires were 0.931 and 0.910 respectively,indicating good reliability of the questionnaires.(2)After literature research,pre-evaluation and consultation with experts,the competency indicators system was constructed,including 3first-level indicators,10 second-level indicators and 55 third-level indicators.From the first round of Delphi consultation we can conclude that among the secondary indicators,the Professional Pursuit was included in Professional Literacy,Middle-level Cadre Specific Ability was included in Extraordinary Ability,and Professional Situation was revised into Vocational Education.In the third-level indicators,the Working Experience,English Ability,Position,Professional Technical Qualifications and Titles were deleted.The Analytical Thinking was included in Extraordinary Ability,and the Computer Application Skills was included in Professional Ability.The Theoretical Knowledge of the Party and the Psychological Enduring Capacity were revised to Politics of Current Events and Pressure Management respectively.Advocacy and Training Capabilities,Time Management Ability,and Adaptability were added.After the second round of Delphi expert consultation,the Psychological Knowledge and the Scientific Research Ability in the third-level indicators were deleted.The final competency indicators system consists of 3 first-level indicators,8second-level indicators and 52 third-level indicators.(3)After the AHP method,12 judgment matrices were created,each matrix CI value and CR value were less than 0.1.The weights of Quality and Literacy,Knowledge Structure and Abilities and Skills of the first-level indicators were 0.5272,0.2769 and 0.1959 respectively.The weighting of Personal Characteristic,Professional Knowledge,Professional Literacy,Professional Ability,Vocational Education,Professional Skill,Supplementary Knowledge and Extraordinary Ability of the second-level indicators were 0.2712,0.2192,0.1747,0.0904,0.0814,0.0813,0.0577 and 0.0242 respectively.The top six third-level indicators and weighting: the weight of Knowledge of Preventive Medicine is 0.0701,the weight of confidence is 0.0655,the weight of Professional Education is0.0637,the weight of Rigor is 0.0555,the weight of Responsibility is0.0503,the weight of Knowledge of Health Inspection and Quarantine is0.0499.(4)According to the questionnaire survey,there were 28 employees with "excellent" score,accounting for 4.22%,133 with "good" score, accounting for 20.03%,357 with "qualified" score,accounting for 53.77%,and 146 with "unqualified" score,accounting for 21.99%.Most are qualified,the least are excellent.Moreover,the job burnout situation of employees in the region is severe,and the employees’ satisfaction with disease control work is not high.(5)The rank-sum test found statistically significant differences between gender,marriage situation,monthly income,age cohorts,educational background,current job position,working years of service in disease control,form of labor relationship,occupational knowledge or skill training,and other work experience and competency level.The regression analysis found that the risk of female employees being unable to perform in Center for Disease Control and Prevention related work is lower than for male employees(OR = 0.672,95% CI = 0.479 ~ 0.943).The risk of employees with previous work experience being unable to perform Center for Disease Control and Prevention work is lower than for employees without previous work experience(OR = 0.525,95% CI = 0.365 ~ 0.755).The risk of employees without job burnout and mild job burnout being unable to perform Center for Disease Control and Prevention work is lower than for high job burnout,respectively(OR=0.136,95%CI=0.068~0.274;OR=0.350,95%CI=0.172~0.713).Conclusions:(1)The experts involved in this study are highly educated,professional and authoritative,and they attach great importance to this study.The two rounds of expert consultation have a good consistency,it is indicates that the experts have high degree of authority and consensus on the indicators,and the established indicators system is desirable.The analytic hierarchy process shows that each matrix has good consistency,no logic confusion,and the weight result is desirable.Finally,the indicators system can be used as the reference for talent selection,targeted training and industry competency evaluation of district and county level Centers for Disease Control and Prevention.(2)Ranking of first-level indicators weighting: Quality and Literacy>Knowledge Structure>Abilities and Skills,Quality and Literacy is the core indicator.Ranking of second-level indicators weighting:Personal Characteristic,Professional Knowledge,Professional Literacy,Professional Ability,Vocational Education,Professional Skill,Supplementary Knowledge,Extraordinary Ability.The top six third-level indicators: Knowledge of Preventive Medicine,Confidence,Professional Education,Rigor,Responsibility,Knowledge of Health Inspection and Quarantine.(3)The study found that the district and county level of disease control workers self-assessment of the disease control industry is not particularly optimistic about the competence of the work,most workers consider their level of competence to be only qualified,with the lowest level of excellent.Compared with male,employees with no previous work experience and grass-roots disease control centers with high job burnout,female employees,with previous work experience,employees without job burnout and mild job burnout are more likely to work in competent Center of Disease Control and Prevention industries.And no direct effect of job satisfaction on competency was found.