Investigation and analysis of work situation of professional and technical personnel in Beijing Centers for Disease Prevention and Control during the COVID-19 epidemic
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摘要:
目的 分析北京市疾病预防控制机构(简称疾控机构)专业技术人员在COVID-19疫情防控期间的工作开展情况，为完善首都疾病预防控制体系建设提供参考。 方法 采用横断面调查及整群抽样方法，将重点参与北京市疫情防控的各级CDC专业技术人员纳入研究，共纳入市级422名、区级664名研究对象。采用自制调查问卷收集人员基本信息、工作强度及满意度等数据，并进行统计描述和检验分析。 结果 疾控机构平时工作负荷处于一般程度的人员比例为64.36%，疫情防控期间超负荷人员比例达到76.89%。疾控人员对平时薪酬水平表示不满意的比例为54.51%；对平时职称晋升的满意度多为一般水平，占45.58%；对COVID-19疫情期间的防控工作安排和后勤保障表示满意的比例分别为49.08%、54.42%；对获得的临时性工作补助表示满意的仅有21.73%。从人群分布来看，市区层面、不同工作岗位人员对薪酬水平主要表现为不满意(均有P < 0.05)；承担不同防控职责的人员，多数对防控工作安排和后勤保障持满意态度(均有P < 0.05)，但对临时性工作补助较多表现为不满意(H=27.076, P=0.012)。调查对象中有过离职想法者占44.48%，无论市、区级，不同职称或岗位人员的离职意愿普遍较高(均有P>0.05)，离职的首要原因均是薪酬水平低，职称晋升难、发展前景不乐观等也是重要原因。 结论 建议通过完善人员配置、强化交叉学科人才储备、改善薪酬体系、优化职称聘任机制等多措并举的方式，提升疾控队伍稳定性，促进疾控体系高质量可持续发展。 Abstract:Objective To analyze the work situation of the personnel in Beijing Centers for Disease Prevention and Control during the novel coronavirus disease 2019 (COVID-19) epidemic, and to provide references for improving the construction of the capital's disease control and prevention system. Methods Cross-sectional survey and cluster sampling methods were used. A total of 422 municipal-level and 664 district-level professional technicians from CDCs who were mainly involved in epidemic prevention and control in Beijing were included in the study. Self-designed questionnaires were used to collect the basic information, work intensity and satisfaction and other data. The statistical description and test analysis were carried out. Results Among professionals, 64.36% had normal workload, and 76.89% had overload during the epidemic prevention and control period. The proportion of disease control personnel expressing dissatisfaction with the usual salary level was 54.51%, and the satisfaction with the professional title promotion was mostly at the average level (45.58%). The proportions of satisfaction with the prevention and control work arrangements and logistical support during the COVID-19 epidemic were 49.08% and 54.42%, respectively. Only 21.73% professionals were satisfied with the temporary work subsidy. From the perspective of population distribution, staffs at the municipal and district levels and in different job positions were mainly dissatisfied with the salary level (all P < 0.05). Most of staffs who undertook different prevention and control responsibilities were satisfied with the work arrangements and logistics support (all P < 0.05), but they were dissatisfied with the temporary work subsidies (H=27.076, P=0.012). Among the survey respondents, 44.48% had thoughts of resigning. Regardless of the municipal and district levels, different professional titles or positions, the willingness to resign was generally high (all P>0.05). The primary reason for wanting to leave was the low salary level, followed by difficulty in promotion of professional titles and poor development prospects which were also major considerations. Conclusion It is suggested to improve the stability of CDCs staffs and promote the high-quality and sustainable development of the disease control and prevention system by improving the personnel allocation, strengthening the interdisciplinary talent reserve, improving the salary system and optimizing the professional title appointment mechanism. -
图 1 北京市疾控机构专业技术人员不同工作岗位及防控职责的满意度分布
注：图中“满意”表示原“很满意”与“基本满意”选项合计，“不满意”表示原“很不满意”与“不满意”选项合计；图A、B、C、D、E、F分别代表平时薪酬水平、平时职称晋升、防控工作安排、防控后勤保障、防控期间临时性工作补助的满意度情况；图A和图B中，显示不全的岗位名称依次为“消毒与病媒生物防控”“职业性、放射性、环境性疾病监测评价”“突发公共卫生事件应急管理”“健康教育与健康促进”“病原微生物与生物检验”“业务管理与质量控制”。
Figure 1. Satisfaction distribution of professional staffs of Beijing Centers for Disease Prevention and Control in different job positions and prevention and control responsibilities
表 1 北京市疾控机构COVID-19疫情防控期间调查对象基本特征[n(%)]
Table 1. Basic characteristics of respondents from Beijing Centers for Disease Prevention and Control during COVID-19 epidemic period [n(%)]
特征 市级CDC(n=422) 区级CDC(n=664) 合计(N=1 086) χ2/Z值 P值 性别 1.003 a 0.317 男 138(32.70) 198(29.82) 336(30.94) 女 284(67.30) 466(70.18) 750(69.06) 年龄(岁) 29.222 a < 0.001 ＜31 47(11.14) 126(18.98) 173(15.93) 31~＜41 163(38.63) 307(46.23) 470(43.28) 41~＜51 139(32.94) 160(24.10) 299(27.53) 51~60 73(17.30) 71(10.69) 144(13.26) 最高学历 -3.779 b < 0.001 本科以下 31(7.35) 62(9.34) 93(8.56) 本科 168(39.81) 296(44.58) 464(42.73) 硕士 165(39.10) 293(44.13) 458(42.17) 博士及以上 58(13.74) 13(1.96) 71(6.54) 学科专业类别 25.067 a 0.032 流行病与卫生统计学 70(16.59) 102(15.36) 172(15.84) 营养与食品卫生学 40(9.48) 49(7.38) 89(8.20) 劳动卫生与环境卫生学 35(8.29) 48(7.23) 83(7.64) 病原生物学 27(6.40) 24(3.61) 51(4.70) 免疫学 5(1.18) 9(1.36) 14(1.29) 卫生检验 65(15.40) 81(12.20) 146(13.44) 社会医学与卫生事业管理 19(4.50) 17(2.56) 36(3.31) 公共卫生 92(21.80) 173(26.05) 265(24.40) 临床医学类 19(4.50) 46(6.93) 65(5.99) 预防医学 2(0.47) 11(1.66) 13(1.20) 卫生毒理学 5(1.18) 5(0.75) 10(0.92) 放射医学 4(0.95) 6(0.90) 10(0.92) 护理学 5(1.18) 18(2.71) 23(2.12) 其他卫生类c 4(0.95) 13(1.96) 17(1.57) 非卫生类d 30(7.11) 62(9.34) 92(8.47) 职称 -5.881 b < 0.001 正高级 50(11.85) 36(5.42) 86(7.92) 副高级 83(19.67) 91(13.70) 174(16.02) 中级 193(45.73) 302(45.48) 495(45.58) 初级 83(19.67) 170(25.60) 253(23.30) 无 13(3.08) 65(9.79) 78(7.18) 注：a为χ2值；bMann-Whitney U检验Z值；c包括中医学、中药学、药学、儿少卫生与妇幼保健学、口腔医学、医学检验技术、健康教育和健康促进等；d主要涉及公共管理、财务管理、计算机科学与技术、环境科学、食品科学、生物学、化学等。 
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表 2 北京市疾控机构专业技术人员平时及COVID-19疫情期间承担防控工作职责分布[n(%)] a
Table 2. Responsibilities distribution of professional staffs of Beijing Centers for Disease Prevention and Control in normal times and COVID-19 epidemic [n(%)]a
类别 市级CDC (n=422) 区级CDC (n=664) 类别 市级CDC (n=422) 区级CDC (n=664) 平时岗位职责 防控工作职责 传染病预防控制 80(18.96) 229(34.49) 样本采集运送 136(32.23) 296(44.58) 职业性、放射性、环境性疾病监测评价 64(15.17) 68(10.24) 流行病学调查 104(24.64) 319(48.04) 食品安全 50(11.85) 45(6.78) 信息监测与统计 99(23.46) 176(26.51) 业务管理与质量控制 46(10.90) 69(10.39) 样本检测 64(15.17) 112(16.87) 理化检验 44(10.43) 49(7.38) 现场处置 59(13.98) 252(37.95) 病原微生物与生物检验 38(9.00) 63(9.49) 数据库管理 59(13.98) 94(14.16) 健康教育与健康促进 37(8.77) 64(9.64) 消毒 24(5.69) 151(22.74) 注：a两题目均为多选题，分别采用χ2检验比较市级、区级疾控人员职责分布差异，表中仅列出了市、区级分别排名前五位的职责类型。
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表 3 北京市疾控机构专业技术人员平时及COVID-19疫情防控期间的工作满意度分布[n(%)] a
Table 3. Job satisfaction distribution of professional staffs of Beijing Centers for Disease Prevention and Control in normal times and COVID-19 epidemic period [n(%)] a
类别 很满意 基本满意 一般 不满意 很不满意 Z值 P值 平时薪酬水平 -2.211 0.027 市级(n=422) 6(1.42) 54(12.80) 141(33.41) 160(37.91) 61(14.45) 区级(n=664) 24(3.61) 44(6.63) 225(33.89) 230(34.64) 141(21.23) 平时职称晋升 -5.320 < 0.001 市级(n=422) 6(1.42) 75(17.77) 185(43.84) 118(27.96) 38(9.00) 区级(n=664) 48(7.23) 147(22.14) 310(46.69) 122(18.37) 37(5.57) 防控工作安排 -1.435 0.151 市级(n=422) 29(6.87) 170(40.28) 178(42.18) 38(9.00) 7(1.66) 区级(n=664) 81(12.20) 253(38.10) 256(38.55) 61(9.19) 13(1.96) 防控后勤保障 -3.741 < 0.001 市级(n=422) 47(11.14) 157(37.20) 156(36.97) 51(12.09) 11(2.61) 区级(n=664) 139(20.93) 248(37.35) 190(28.61) 67(10.09) 20(3.01) 防控期间的临时性工作补助 -3.533 0.001 市级(n=341) 7(2.05) 56(16.42) 103(30.21) 119(34.90) 56(16.42) 区级(n=584) 28(4.79) 110(18.84) 226(38.70) 142(24.32) 78(13.36) 注：a对表中各类别的统计分析采用Mann-Whitney U检验，并报告相应的Z值结果。
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表 4 北京市疾控机构专业技术人员想要离职的原因分布[n(%)] a
Table 4. Distribution of reasons for wanting to leave for professional staffs in Beijing Centers for Disease Prevention and Control [n(%)] a
类别 市级CDC (n=189) 区级CDC (n=294) χ2值 P值 薪酬水平低 154(81.48) 261(88.78) 5.060 0.024 职称晋升难 110(58.20) 160(54.42) 0.667 0.414 发展前景不乐观 92(48.68) 166(56.46) 2.802 0.094 考核激励机制不合理 99(52.38) 135(45.92) 1.924 0.165 自我价值无法体现 79(41.80) 109(37.07) 1.080 0.299 工作压力大 54(28.57) 115(39.12) 5.623 0.018 工作环境较差 45(23.81) 45(15.31) 5.487 0.019 个人家庭原因 13(6.88) 35(11.90) 3.248 0.072 注：a本题目为多选题，每人选择原因不限项。
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