| Background:Tuberculosis is a critical public medical problem of our country, which turns to be more and more serious in recent years.According to the report of W.H.O,our country belongs to the world's 22 Tuberculosis high-burden countries and the number of tuberculosis in the world in the second.Thus in our country the anti-tuberculosis problem is so severe that it has restricted the economic and social development. The human resource shortage is one of the reasons which restrict the anti-tuberculosis effect. So the first essential for anti-tuberculosis is to improve the capacities of the workforce, which is also the critical factor of drawing up and fulfilling the anti-tuberculosis project. In this case, to study on the status of the human resources in anti-tuberculosis institutions is quite important to improve the scientific management of anti-tuberculosis work in Jilin province.To understand the essential information,the working status and the training need of the anti-tuberculosis workforce, and to analyze the mainly existing problem in the status of anti-tuberculosis human resources in Jilin province, as well as to probe into the solution. In order to provide scientific basis data for reasonable deployment plan of anti-tuberculosis human resources in Jilin Province.Methods:This research studied on the workforce in anti-tuberculosis institutions in Jilin province, used census method to collect the information of the workforce from cities and counties,did interviews with the relevant workforce directly or via telephone to fulfill pre-survey, released and collected the'cluster questionnaire'and'individual questionnaire'with the help of anti-tuberculosis information net, checked and filled in the unclear and leak questionnaire, re-check parts of the workforce information via telephone, analyzed and sorted the individual interview findings,used Excel to input the data, did the summarization of data, employed SPSS 12.0 to analyzed the data, used chi-square test to compare miss-distance between groups.And this research used nine cities and counties among Jilin province as its measurement units. It employed Excel to calculate the cumulative percentage of anti-tuberculosis workforce and population, to draw Lorenz curve of anti-tuberculosis population allocation, to figure out Gini ratio, and to analyze equity of the anti-tuberculosis population.Results:The anti-tuberculosis institutions in Jilin province are wholesome.There are fifty-four anti-tuberculosis institutions in all set up among the nine cities and sixty counties, which make up a three-stage province-city-county network. The anti-tuberculosis workforce of Jilin province is sufficient, which number is higher than the relevant national standard.The Gini ratio is 0.17326 on the basis of the city population, so that the allocation of the anti-tuberculosis human resources is fundamentally equal in the province.However, the supply of the workforce is relatively low in Siping and Changchun city, in which there are insufficient personnel per thousand residents.The average age of the anti-tuberculosis workforce is 41.68 in Jilin province, and the sex ratio is 1:1.39.The overall education level for anti-tuberculosis workforce is higher than national standard,with technical secondary school or lower education institute graduated staff accounting for 13.0%, junior college or technical secondary school graduated staff accounting for 71.7%, and college or higher education institute graduated staff accounting for 15.3%.The workforce majored in medical accounts for 80%, majored in public health accounts for only 3.6%, majored in non-medical accounts for 10.4%.Only fifty-one persons have got the certificates of Public Health Doctor or Assistant Doctor, and the rate is 3.3%.And there are not professional doctors with certificates of Public Health Doctor or Assistant Doctor in the city of Changchun, Tonghua or Yanji.And there are not professional doctors with certificates of Public Health Doctor or Assistant Doctor in twenty-eight institutions among 51 counties, The workforce with the middle class professional titles or above accounts for 43%,which rate is upper than other province.The workforce with the elementary professional titles or under accounts for 45.6%, and the workforce with the workforce has the anti-tuberculosis experience less than five years,16% of the workforce has the experience from five to nine years,the other 74.7% of the workforce have the experience more than ten years.16.0% of the persons are off-workforce,and the rate is relatively high. Comparing the workforce between cities and counties, there are significant statistical discrepancies in degree of education, professional title structure, occupational mold, etc.11.9% of the workforce always works overtime, 75.0% of the workforce feels over-burdened.The major difficulties in the work are payment and welfare,which accounting for 58% and 48% of all the difficulties proposed.In the city range the most of the anti-tuberculosis persons get 30,000 yuan for salary per year or above, but the rate of the persons who feel satisfied or perfect-satisfied accounts for only 60%.There are 87.3% of the anti-tuberculosis persons have attended the anti-tuberculosis relevant knowledge trainings,and 44.5% of whom have attend three times of training or more,97.4% of whom want further training, and 32.7% of whom want short training most.Conclusion:1.Scientific establishment of human resource development plan for tuberculosis prevention of the whole province and reasonable allocation of human resource for tuberculosis prevention are the basic conditions to improve human resource management for tuberculosis prevention.2.Based on personnel characteristics of tuberculosis prevention institutions of the whole province, establishment and perfection of personnel admittance,training and evaluation system as well as introduction of performance evaluation and motivation mechanism are the important means to guarantee and realize the personnel quality improvement for tuberculosis prevention institutions.3.Institutions function establishment shall be needed as the basic guarantee to bring the function of tuberculosis prevention human resource into play effectively. |
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