广西医学

目的分析2013—2022年南宁市疾病预防控制机构（简称疾控机构）人力资源状况，并提出相关发展策略。方法自国家卫生统计信息网络直报系统提取2013—2022年南宁市各级疾控机构的人员总数、年龄、学历、职称等数据并对其进行统计分析。结果2013—2022年，南宁市疾控机构人员总数总体呈上升趋势，全市每万常住人口疾控人员数由2013年的2.02人下降至2022年的1.77人。2022年南宁市疾控机构人员以25～54岁的中青年为主，占87.01%（1 367/1 571）。南宁市疾控机构人员学历在2013—2019年时以大专及以下学历为主，在2020—2021年时以本科学历为主；2022年，自治区级、市级、县级疾控机构的研究生学历人员数较2013年分别上升了20.00%、68.63%、120.00%。2013—2020年南宁市疾控机构的初级职称人员占比最高，但整体呈下降趋势，2021年后，中级职称人员占比最高；2013—2022年南宁市疾控机构高级职称人员占比从11.10%升至22.22%。结论南宁市疾控机构人员总量整体呈增长趋势，疾控人员的年龄结构相对合理，学历和职称结构有所优化。南宁市各级疾控机构应密切关注疾控人力资源变化趋势，采取优化绩效工资机制、优化人才评价体系、拓宽人才培养平台等措施，分级制定各级疾控机构的人才队伍发展计划，保障南宁市疾控事业的可持续发展。

ObjectiveTo analyze the human resource status of Nanning disease control and prevention institutions (hereinafter referred to as CDCs) from 2013 to 2022, and to put forward the relevant development strategy. MethodsThe total number, age, educational level, professional title, and other data of personnel of Nanning CDCs at all levels from 2013 to 2022 were extracted from the National Health Statistics Information Network Direct Reporting System, and the data were statistically analyzed. ResultsFrom 2013 to 2022, the total number of personnel in Nanning CDCs interpreted an overall upward trend, and the number of personnel in CDCs per 10 000 permanent residents in the city decreased from 2.02 in 2013 to 1.77 in 2022. In 2022, personnel of Nanning CDCs were mainly young and middle-aged people aged from 25-54 years old, accounting for 87.01% (1367/1571). The educational level of personnel in Nanning CDCs was mainly college degree or below from 2013 to 2019, and bachelor degree from 2020 to 2021; in addition, in 2022, the number of personnel with postgraduate educational level at the levels of autonomous region, city, and prefecture CDCs increased by 20.00%, 68.63% and 120.00% as compared with 2013, respectively. From 2013 to 2020, the proportion of personnel with primary professional title was the highest in Nanning CDCs, but the overall trend revealed a downward trend. After 2021, the proportion of personnel with intermediate professional title was the highest; furthermore, from 2013 to 2022, the proportion of personnel with senior professional titles in Nanning CDCs increased from 11.10% to 22.22%. ConclusionThe total number of personnel in Nanning CDCs indicates an overall growth trend. The age structure of CDCs personnel is relatively reasonable, and the educational level and professional title structure of CDCs personnel are optimized. Nanning CDCs at all levels should pay close attention to the changing trend of human resources in CDCs, take measures such as optimizing the performance-based salary mechanism, optimizing the talent evaluation system, broadening the talent training platform, and hierarchically formulate talent team development plans for CDCs at all levels to ensure the sustainable development of Nanning CDCs career.