关键词: 全科医生；全科医生制度；教育, 医学；薪酬制度改革；聘用管理；职业发展

Abstract: To understand the current status and implementation progress of the Opinions on Reforming and Improving the General Practitioners Training and Incentive Mechanisms（〔2018〕 No.3 issued by General Office of the State Council of the People's Republic of China），this paper systematically reviews the documents issued by provinces（autonomous regions and municipalities） in 2018 and typical cases reported in 2019 in China，and analyzes the results of field research in Shanghai，Guangdong，Anhui，Shandong，Hainan，Shaanxi and other provinces（autonomous regions and municipalities） using the relevant data of general practitioners（GPs） in the 2013—2016 China Health and Family Planning Statistical Yearbook and 2018—2019 China Health Statistics Year book.As of December 2018，provinces（autonomous regions and municipalities） in China have issued implementation opinions or plans for GPs，and some of them have made innovations and breakthroughs in policies such as the training of GPs，reforming and improving the salary system for GPs，and expanding the career development of GPs.In 2018，the number of GPs per 10 000 population in China reached 2.22，and 40.6%（13/32） of the provinces（autonomous regions and municipalities） reached the goal of two qualified GPs per 10 000 population in 2020 ahead of schedule.The GP registration rate increased from 33.9% in 2012 to 50.8% in 2018.From the aspect of GP training，the three-stage organic training system for GP college education，GP postgraduate education，and GP continuing education has been further improved in some areas in the past two years.From the aspect of salary system reform，the performance salary of primary health care institutions is approved according to the salary level of public county（district） hospitals，and GP allowance is established internally，and more than 70% of the fee from contracted family doctor service is used for internal distribution in service teams in representative areas.The salary of GPs has been raised.From the aspect of appointment management，some representative regions improve the establishment of a turnover pool system and implement "employed by county and work in township" policy for GPs who have passed the standardized training of resident physicians and practice in rural areas，and give priority to the authorized strength and position to GPs.At the same time，drawing on the experience of representative regions，this article proposes relevant policy recommendations for the weaknesses of GP training and incentive mechanisms，with a view to providing suggestions for the further improvement of the GP system.

Key words: General practitioners；General practitioner system；Education, medical；Salary system reform；Appointment management；Career development