Staffing of the Outpatient Level in Tver (Russia)

Abstract

RELEVANCE: The human resources policy is one of the leading social and economic sectors of society. There is a vast shortage in health professionals on a global scale. This problem is aggravated every year. That’s why it is so relevant now. Public health facilities are affected most of all. They have to compete with private clinics, which provide more favorable working conditions for specialists. The health system needs qualified personnel. The global shortage of doctors due also to “optimisation” processes that have been recognized as ineffective. The human resources policy of health care is aimed primarily to increase the number of medical personnel. The state population's health depends on it. In this regard, the problem of staffing in health care is an important area of ​​analysis. PURPOSE: To analyze employment data in public health facilities in the city of Tver and to evaluate the trends in staff turnover rates. MATERIALS. The data from official reports of polyclinics No. 1, No. 2, No. 3 of City Clinical Hospital No. 7 in Tver (Russia) was analyzed. The assessment was carried out for the period from 2011 to 2020 by comparing three time periods: 2011-2014, 2015-2017, 2018-2020. In the course of its work, mathematical calculations on the validity of the investigated data were made. RESULTS. The analysis of data from polyclinic No. 1 shows a decrease in the percentage of employment among doctors by 38% (p=0.197) and among nurses by 17.5% (p=0.559). The employment of paramedical staff did not change and remained below 50% throughout the decade. There is a clear shortage of outpatient personnel. The indicators of polyclinic No. 2 indicate a stable positive dynamics of staff employment in the field. However, nursing and paramedical personnel require an increase in involvement in the specialty, because there are a large number of free positions. The indicators of polyclinic No. 3 have not changed for 10 years. This polyclinic has a minimum number of rates for the work of medical personnel. It may be due to the peculiarities of the territorial location of this medical institution. CONCLUSION: A decrease in the percentage of staff employment was noted in the polyclinics of the City Clinical Hospital No. 7 for the period 2011-2020 for various reasons. In general, the decrease in indicators was observed among doctors. The grounds for termination of employment may be: the remoteness of the workplace, low wages, high professional loads, including the additional work. It is necessary to develop the right strategy to compensate for the vacant positions of specialists. One of the main reference points can be monitoring the employment of hospital staff. This issue remains relevant in the regions of the Russian Federation.