【摘要】 目的 分析2012—2021年江苏省疾控机构卫生人力资源配置状况及公平性。方法 采用基尼系数、泰尔指数及卫生人力资源密度，结合灰色GM(1,1)模型预测综合评价江苏省疾控系统卫生人力资源的配置状况及公平程度。结果江苏省疾控机构人员年均增长3.94%，灰色GM(1,1)模型预测2022—2026年均增长0.41%。硕士及以上、高级职称人员占比提高110%、59.3%。基尼系数人口维度分布于0.098～0.133之间，地理维度分布于0.197～0.241之间；卫生人力资源密度指数逐年上升；泰尔指数地理维度组间差异贡献率大于组内，人口维度反之。结论 江苏省疾控机构卫生人力资源总量持续增长，素质得以改善，岗位设置较为科学，综合配置水平不断提升。但仍存在整体配置不达标；基层队伍老龄化逐渐凸显；管理人员配备不合理；三类地区间配置不均衡。应积极争取多方政策支持，增强岗位吸引力；优化人才队伍结构；统筹规划区域卫生人力资源，逐步缩小地区间差异。更多还原

【Abstract】 Objective To analyze the status and equity of health human resources allocation within the Centers for Disease Control and Prevention(CDCs) in Jiangsu Province from 2012 to 2021. Methods The study employed the Gini coefficient,Theil index, health human resource density, and the grey GM(1,1) model for comprehensive evaluation on the allocation and equity of health human resources. Results From 2012 to 2021, Jiangsu CDCs witnessed an average annual growth rate of health human resources of 3.94%. The grey GM(1,1) model projected an average annual growth rate of 0.41% from 2022 to2026. The proportion of personnel holding master’s degrees or above and senior professional titles increased by 110% and59.3%, respectively. The Gini coefficient ranged between 0.098 and 0.133 in terms of population distribution and between0.197 and 0.241 in geographical distribution. The health human resources density index showed a year-on-year increase. The Theil index revealed that the contribution rate of inter-group differences in geographical distribution exceeded that of intragroup differences, while the opposite was observed for the population dimension. Conclusion Health human resources in Jiangsu CDCs have consistently grown with improvements in overall quality, structured staffing, and enhanced allocation levels.However, challenges include non-standard overall configurations, pronounced aging among grassroots CDC teams, inefficient management personnel deployment, and regional allocation imbalances. Policy efforts are needed to enhance position attrac-tiveness, optimize talent structure, and coordinate regional health human resource planning to mitigate regional disparities.更多还原