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Significance. Social support measures for healthcare workers are one of the key mechanisms for retaining specialists. Meanwhile, according to the Ministry of Health of the Russian Federation, the current indicators of their implementation remain unsatisfactory. The purpose of the study was to assess frequency and structure of social support measures for medical workers based on the data of the official employment proposals posted by state medical organizations on the website of the Ministry of Health of the Irkutsk Region. Material and methods. Statistical charts have been developed, they included information from the employment proposals posted on the official website of the Ministry of Health of the Irkutsk Region, the total number of proposals added up to 429. Statistical methods to process the material included calculation of the extensive and intensive indexes without determining confidence intervals because the general aggregate was used in all cases. Results. The most wanted out of all doctors are district therapists (7.0% in the structure of doctors’ vacancies), followed by obstetricians-gynecologists (6.7%) and infectious disease specialists (6.1%). As for nursing staff, the highest number of employment proposals were looking for feldshers (22.4%), ward nurses (12.9%) and district nurses (11.2%). Of the total number of job proposals, social support measures were stated in 76.2 proposals out of 100, while the frequency of these measures added up to 77.4 out of 100 for doctors and 63.8 for nurses. The stated social support measures for doctors in the ascending order include as follows: issues related to housing (79.2 per 100 employment proposals); direct financial support (72.2 per 100); provision of a place in a preschool facility without waiting (35.1); additional vacation and travel expense reimbursement (27.2); reimbursement of expenses related to relocation and travel to the place of employment (14.4); payment for postgraduate and additional professional education (9.3). The rank structure of social support measures for nursing staff differs in the order, starting from the third. Conclusion. In both absolute and relative terms, the measures of social support stated by the employment proposals for doctors prevail. While primary health care workers are in highest demand, the need for such specialists is not directly reflected by the corresponding frequency of the stated social support measures. The results obtained are relevant to the development and implementation of the evidence-based personnel policy in healthcare at the level of an individual region of the Russian Federation.

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Significance. Employment in a specialty obtained in a medical secondary specialized educational institution is an important stage in the professional cycle of nurses, affecting the nursing staff development. Implementation of a sociological research method in order to study problems in this area makes it possible to obtain information necessary for developing an evidence-based personnel policy in health. The purpose of the study: to conduct a sociological study of the problems of employment of nursing school graduates who started their professional work in health care facilities of the Irkutsk region in 2018-2020. Material and methods. The authors have used specially designed questionnaires containing 25 questions to survey 595 graduates of 5 nursing schools in the Irkutsk region completed their studies up to three years ago (in 2018-2020). Before the survey, the questionnaire was piloted in the studied population of the respondents. Prior to the survey the authors have evaluated the sufficient number of the respondents using the appropriate method for relative values in non-repeatable sample. The authors have also estimated the confidence intervals for p <0.05. Results. Direct employment offers from a medical organization and nursing schools accounted for an insignificant share (6.2% and 3.5%, respectively) in information process about potential employment. Only 21.4 and 17.7% of the respondents per 100 indicated importance of measures taken by the future employer and measures implemented by a medical institution, respectively, while selecting the place of employment. As such measures, respondents hardly mentioned meetings with potential employers and visiting a potential job (9.1 and 6.9 of the respondents per 100, respectively). Almost a third of the respondents noted lack of measures for professional adaptation (27.2%) and social support (30.4% per 100 respondents). Conclusion. The presented results made it possible to study the process of employment of mid-level care providers from various positions, including evaluation of the subjective factors that could be explored though such surveys only. They are important components of the personnel policy in health, insuring its evidence basis and development.