ABSTRACT
Objective To analyze the staff structure, turnover and income of human resources in disease control and prevention institutions(CDCs)at different levels in China, to identify the existing problems, and to make policy recommendations accordingly. Methods A questionnaire survey was used to collect the data on the staff of CDCs at different levels in China from 2016 to 2018. Descriptive analysis and trend analysis were conducted on the number of staff, recruitment and turnover, income and other indicators in the three years. Results A total of 606 CDCs were included in the study. The proportion of job openings was 11.97% in 2018. Although the median proportion of professional personnel and health professional personnel in the CDCs reached the national standard(85% and 70%, respectively), a considerable number of institutions failed to meet the national standard. From 2016 to 2018, staff turnover in the CDCs has been increasing, with a minimum of 0.73(in 2016, municipal CDCs)and a maximum of 10.52(in 2018, provincial CDCs). In the staff who quit the CDCs, the proportion of junior professionals was the highest, while that of medium and senior professional increased gradually. Of them, the proportion of staff with graduate education in eastern China and provincial CDCs was higher than that of undergraduate education, while the proportion of staff with graduation education in other regions also increased. From 2016 to 2018, the average annual income in the CDCs in most regions did not reach the national average wage level of urban employees in health, social security and social welfare field in the same period. In county and district level CDCs in central and western China, personal income in 2018 was even less than the national average wage level in 2016. Conclusion Human resources in the CDCs at different levels in China remains insufficient and unbalanced, which warrants a"supporting policy"mechanism for public health personnel. The loss of the personnel in the CDCs continues to increase, in which the loss of senior professionals become increasingly serious. It raises a new concern to establish and improve the incentive mechanism of public health personnel. Furthermore, personal income in the CDCs is lower than the local average level. It is necessary to set personal income reasonably according to local economic level.
ABSTRACT
OBJECTIVE: To establish the performance appraisal-based personal income allocation system in hospital pharmacy so as to motivate personnel's working enthusiasm.METHODS: A performance appraisal system was established in view of the working demands of pharmacy department.The performance income of each member was decided based on the result of performance appraisal as well as the income of the department,working hours,professional title and occupational risks etc,and then the personal Income was calculated using Excel table.RESULTS: The performance appraisal-based personal income allocation system in hospital pharmacy has greatly motivated personnel's working enthusiasm,facilitated the management in pharmacy department and transparency of personal income.CONCLUSIONS: It is feasible to adopt performance appraisal for a scientific management of pharmacy department.
ABSTRACT
The paper presents a summary of theories on the impact of health on economy and makes an empirical analysis of the impact from three aspects,viz.health and economic development,health and personal income,and health and economic growth.In light of economic development in the past and studies in recent years of the relationship between health human capital,personal income and economic development in micro and macro economics,the paper argues that health human capital has contributed to the rise of personal income by improving individual labor market performance and has directly promoted economic growth by constituting a form of investment.