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Chinese Journal of Disease Control and Prevention ; 26(6):696-702, 2022.
Article in Chinese | EMBASE | ID: covidwho-1928935


Objective To analyze the work situation of the personnel in Beijing Centers for Disease Prevention and Control during the novel coronavirns disease 2019 (C0VID-19) epidemic,and to provide references for improving the construction of the capital5 s disease control and prevention system. Methods Cross-sectional survey and cluster sanpling 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 nornal 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 w-as 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 temporar w-ork subsidy. From the perspective of population distribution, staffs at the municipal and district levels and in different job positions were mainly dissatisfied with the salar 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 w-ere dissatisfied with the temporar 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 wdllingness to resign was generally high (all P>0. 05). The primar 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.