In recent years, the phenomenon that ‘over 60% of rural-oriented medical students leave grassroots positions after fulfilling their service obligations’ has drawn widespread attention. The rural-oriented medical student program was designed to alleviate the shortage of healthcare professionals in rural areas by offering tuition-free education and guaranteed employment in exchange for a commitment to serve in underserved communities. However, data shows that although most students honor their contractual obligations during the required service period, a majority choose to leave grassroots posts afterward, often moving to urban or higher-tier medical institutions.This trend stems from multiple factors. Grassroots healthcare settings often suffer from harsh working conditions, limited career advancement opportunities, and relatively low compensation, making it difficult to retain talent. Additionally, many students develop weak professional identity or sense of belonging during their service period, and personal or family considerations further motivate them to seek better opportunities once their obligation ends. In some regions, inadequate follow-up support policies also diminish graduates’ willingness to stay long-term.Addressing this challenge requires comprehensive reforms—enhancing career development pathways, improving salary and benefits, providing continuous professional training, and establishing robust support systems—to ensure that rural healthcare becomes a place where medical professionals genuinely want to come, stay, and thrive.
近年来，‘超6成农村定向医学生履约后离开基层’的现象引发广泛关注。农村订单定向医学生政策旨在缓解基层医疗人才短缺问题，通过免费培养、定向就业等方式吸引学生投身乡村医疗服务。然而，数据显示，尽管多数学生在完成学业后履行了服务协议，但在服务期满后选择离开基层岗位，流向城市或更高层级医疗机构。造成这一现象的原因复杂多样。一方面，基层工作环境艰苦、职业发展空间有限、薪酬待遇偏低，难以留住人才；另一方面，部分学生在履约过程中缺乏归属感和职业认同，加之家庭因素或个人发展需求，促使其在服务期满后寻求更好的平台。此外，部分地区对定向医学生的后续支持政策不到位，也削弱了其长期扎根基层的意愿。要破解这一困局，需从制度设计、激励机制和人文关怀等多方面入手。例如，完善职称晋升通道、提高待遇保障、加强岗位培训，并建立长效跟踪与支持体系，真正让基层成为医学人才愿意来、留得住、干得好的地方。
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