The Development Study On The Public Health Human Resource In Gansu County Health Institutions

Objective To analyze the development of public health human resource in different institutions with the sampling data from hospitals and Centers for Disease Control and Prevention (CDC), so as to supply the basic support for policy-making and health resource allocation.Methods To take 12 hospitals and 11 CDCs at county level from four regions located in east, west, middle and minority nationality areas of Gansu province as the samples with the methods of cluster sampling. (1) Descriptive statistical analysis:to describe the number, gender, age, academic degree, professional rank and title, majors and training situation of public health human resource in Gansu province with the rario, proportion and average growth rate, and analyze the data with dynamic series. (2) To use Gini coefficient to evaluate the distribution Equity of health professionals in Gansu province; (3) Adopting talent index system to analyze the quality of human resource. (4) To evaluate the distribution of public health workforce in sampling areas with the method of TOPSIS. (5) To contrast the number, academic degree, professional title, majors of public health workforce and the development of public health service item with Chi-Square Tests. (6) To forecast the characteristics of public health manpower by the means of trend extrapolation.Results (1) The health professionals per thousand persons do not arise with the population increase and the health professionals per square kilometer is fluctuating over 5 years. (2) The average growth rate of public health human resource in hospitals is 58.64%; the female is richer than the male, and the most of the people aged between 40 and 50; the academic background and professional title of public health workforce in hospitals is low; there are few chance to get access to professional training and most of the trainer are coming from higher level city. (3) Although the persons of CDC is increasing, the proportion of the workforce changes a little. The male are more than the female, and the structure of age is reasonable; most of the people's education background is lower than college, however the situation is changed and the average growth rate is 14.12%; the training at county level is little, and the training chance at provincial and city level rises respectively. Most of the professionals are majoring in Medical Laboratory Science, clinical science, traditional Chinese medicine, nursing science and others, only a small proportional major in preventive medicine and public health, and health management. (4) The public health workforce increase steadily from 2005 to 2009. The talent index about the resource goes up to 1.1195 in 2009; the talent index about quality is not change largely. (5) The distribution of the number and academic degree are different in 11 CDC, while the distribution trend of professional title is identical during the past 5years in different areas; the distribution of majors in 2005,2006,2007 and 2009 is of significance statistically, whereas the distribution in 2008 is no significant; The distribution of number and professional title at county and district level is of significance statistically during 5 years, and the situation of academic degree is different from 2005 to 2007, alike from 2008 to 2009. (6) Due to the linear trend between public health workforce in hospitals and the time, it is reasonable to conduct forecasting. Meantime, the number of total personnel, health professionals, high school or below education, bachelor degree, junior and sub-senior professional title increase with the time changing, as a result, the method of trend extrapolation is appropriate.Conclusions The equality of the population is better than that of geography. The number of public health human resource in hospitals is not abound, and the force is older; the academic background and professional title of public health workforce in hospitals is low; there are few chance to get access to professional training. The structure of age in CDC is reasonable. The academic background and professional title of public health workforce in CDC is low; the chance at province level increases faster than other level. However, the quality of public health workforce changes a little during 5years. It is hoped to integrate the work of hospitals and CDCs to facilitate the public health service, to train and cultivate the junior and middle title human resource, and set up the mechanism of attracting and encouraging talents for health institutions, in order to accelerate the development of health service.