Аңдатпа
Aim. To analyze staffing parameters for primary health care (PHC) in countries participating in the international research project "Implementation of Measures to Motivate and Incentive Employees of Healthcare Organizations Providing Primary Healthcare in the Commonwealth of Independent States (MOTIV-CIS)". Material and Methods. This article is a continuation of the results of a study conducted in 4 Commonwealth of Independent States (CIS) member states in 2025, titled MOTIV-CIS. This article presents an analysis of the staffing levels of pilot health facilities in the participating countries. Statistical (descriptive statistics) methods were used . Results. In the pilot health facilities of the participating countries, staffing levels for physicians were most frequently < 90 %. Regarding nursing staff, in the Republic of Belarus and the Kyrgyz Republic, this figure was 49% and 56% of all pilot health facilities, respectively. An exception is the Russian Federation, where the share of pilot MOs with nursing staff levels < 89 % is 69 %. Regarding the "record keepers" category, the distribution of results differs as follows: in the Republic of Belarus and the Russian Federation, high staffing levels are more common, accounting for 72 % and 68 %, respectively. Only in the Kyrgyz Republic did this figure reach 42 %. Against the background of a significant spread in modified employee turnover rates (ETR), particular attention was drawn to the most "favorable" groups of pilot health facilities — those with high staffing levels and positive or stable changes. Spearman's rank correlation analysis revealed no correlation between staffing levels and ETR values for any personnel category. Conclusion. Differences were identified in the staffing levels for various personnel categories and in ETRs across the pilot health facilities of the participating countries. The results indicate the advisability of taking into account differences in staffing planning across personnel groups in organizations providing primary health care. This, along with previously established differences in staff motivation, will allow for more targeted work with each personnel category to achieve better health outcomes for the population. The use of the ETR is promising for forecasting the human resource situation in specific health facilities.