【摘要】 目的 从人员数量、结构、素质及人口地理配置公平性角度分析评价重庆疾控系统人力资源及其公平性变化趋势，为优化人力资源配置提供参考意见。方法 采用人力素质综合评分量化评价疾控人力综合素质，用环比、定基比、平均发展速度、平均增长速度等指标描述疾控人力资源数量、素质动态变化情况，用卫生资源聚集度(HRAD_i)模型评价人力资源配置公平性。结果 2016—2021年，重庆疾控系统在岗人员、专技人员、卫生专技人员数量平均增长速度分别为3.57%、4.06%和3.40%,文化程度、职称及综合素质评分平均增长速度分别为6.00%、1.28%和4.34%。人力资源配置公平性上，与2016年相比，中心城区进一步不足，主城新区由不足到接近公平，渝东北由公平到过剩，渝东南地区一直过剩，重庆疾控人力资源总量不足。结论 重庆疾控系统人力资源数量、结构、人力综合素质均有所改善，但地区间人力资源配置不均衡依旧突出，亟需优化人力资源配置。更多还原

【Abstract】 Objective To analyze and evaluate the changes in human resource allocation(HRA) in the Centers for Disease Control and Prevention(CDCs) in Chongqing in terms of the personnel quantity, structure, quality, and geographical allocation equity of population and to provide reference for improving the HRA. Methods A comprehensive score was adopted to evaluate the quality of CDC staff. Indicators such as chain base index, fixed base ratio index, average development speed, and average growth speed were used to describe the dynamic change trend of the amount and quality of HR for CDCs. The health resource agglomeration degree(HRAD_i) model was used to assess human resource allocation equity. Results From 2016 to 2021, the average growth rates of the total staff, technical staff and health technical staff in Chongqing CDCs were 3.57%, 4.06% and 3.40%, respectively. The average growth rates of education, professional titles, and comprehensive quality scores were 6.00%, 1.28%, and 4.34%, respectively. Compared with 2016, the equity of HRA, by the end of 2021, was still inadequate in the central urban area. It changed from inadequate to nearly fair in the new district of the central city, from fair to surplus in the northeast region, and remained surplus in the southeast region. All in all, the total HR of Chongqing CDCs were still inadequate. Conclusions Although the quantity, structure, and comprehensive quality of HR in CDCs of Chongqing have been improved, the imbalance between regions is still prominent, so it is urgent to optimize the HRA.更多还原