The quality of professional training is directly related to the application quality of basic public health services. Public health personnel at all levels are selected through competition. In order to ensure the training quality, a set of training mechanism is established to ensure the training quality. Through business training, constantly strengthen and improve business level. Explore the establishment of a long-term mechanism to gradually transform temporary and emergency training into long-term and institutionalized training. Through special lectures, off-the-job training, counterpart support and other forms, the basic public health personnel are trained in popularizing skills and cultivating applicable talents.
Focus on the full-time training and assessment of the staff of the public health office and public health assistants in the whole region. Participate in or undertake the "forum of famous doctors" in the field of health, organize professional instructors of medical and health units, community health service institutions and project staff of township hospitals and village clinics to carry out special training to improve project management level and service ability. Many times, managers were organized to learn advanced management experiences and practices from other regions and cities, and on-site meetings were organized in the whole region to strengthen work exchanges and promote work development.
Strengthen supervision, strictly implement the evaluation mechanism at all levels, take the implementation of basic public health service projects as an important part of system construction and performance evaluation, verify the number of services, clarify the quality standards, encourage and guide grassroots medical and health institutions to change their service models, change passive services to on-site active services, change one-sided pursuit of economic benefits to pay more attention to social benefits, change internal evaluation of health departments to multi-sectoral and mass participation evaluation, and change compensation according to staffing to performance evaluation.
The evaluation index and system have been formulated, with health centers at all levels taking the lead, organizing experts to form an evaluation team, including the number of service population and the quality of completion, and introducing a mass evaluation mechanism to comprehensively evaluate the awareness rate, satisfaction and service utilization rate of the masses. Publicize the scores and weights of the completion of 1 1 basic public health service projects, and use the evaluation results as the basis for fund allocation, personnel rewards and punishments, and performance pay verification, so as to improve the efficiency of financial funds and ensure the effective implementation of basic public health service projects.
Establish and improve the hierarchical responsibility system. The district government set up a public health service leading group, and the district health bureau set up a public health management office to clarify full-time staff.