2020—2024年云南省卫生监督员配置公平性与效率研究

Objective To evaluate the fairness and efficiency of health Supervisor allocation in Yunnan Province from 2020 to 2024, providing a basis for optimizing human resource allocation and enhancing the effectiveness of the health supervision System. Methods Based on relevant Statistical and supervision data of Yunnan Province from 2020 to 2024, the allocation of health Supervisor resources was assessed from three dimensions of current Status, fairness, and efficiency, utilizing comprehensive quality scores of health Supervisors, the Gini coefficient, and Data Envelopment Analysis (DEA) efficiency scores. Results The number of health Supervisors in Yunnan Province decreased from 1 762 in 2020 to 1 688 in 2024, while the supervised entities per Supervisor increased from 189.78 to 257.25. The comprehensive quality score improved from 6.34 to 6.47, whereas the professional title score decreased by 13.1%. The Gini coefficients for the quantity of health Supervisors, calculated based on the permanent resident population and the number of supervised entities, remained below 0.18, indicating a high level of equity. In contrast, the corresponding Gini coefficient for quality was close to the 0.4 warning line. The comprehensive efficiency score decreased initially and then increased over the five years, reaching its lowest point 0.797 in 2022. Scale efficiency was lower than pure technical efficiency each year. Prefectures (cities) exhibited regional differentiation in efficiency, characterized as highly efficient and stable, medium efficiency with fluctuation, or low efficiency with fluctuation, and these patterns were primarily influenced by Scale efficiency. Conclusion The number of health Supervisors in Yunnan Province has decreased, leading to a heavier workload, although their overall quality has improved. The fairness of quantity allocation is good, but the fairness of quality allocation requires improvement. Efficiency fluctuations are mainly attributable to Scale efficiency. It is recommended to reform the professional title evaluation System, implement differentiated regional allocation strategies, and strengthen technical empowerment to enhance the overall efficiency and fairness of human resource allocation.