Mechanisms and Problems of Professional Development of Doctors in Polyclinics

Introduction. This article provides an analytical review of scientific publications and regulatory documents on the current mechanisms and problems of professional development of medical professionals working in Russian polyclinics. The relevance of this study is determined by the transformation of the primary healthcare system, the implementation of regular accreditation and continuous medical education (CME) system, as well as steady organizational burden and workload of outpatient physicians. The goal was to systematize and analyze the key barriers to the professional development of doctors in polyclinics taking into account the specifics of their work, as well as to assess the impact of the current CME mechanisms on education access and motivation. Materials and methods. In this study, an analytical review was conducted. Federal laws, orders of the Ministry of Health of the Russian Federation, strategic healthcare documents, as well as domestic scientific publications for the period 2017–2025 selected upon their relevance to the primary healthcare sector, scientific validity, and publication in specialized peer-reviewed journals, were analyzed. The study used content analysis, comparative analysis, and structural and functional comparison methods. Results. The analysis identified four groups of factors that limit the professional development of doctors in polyclinics, namely: organizational and labor, financial and economic, quality and educational, and motivational factors. It was found that excessive number of consultations per physician, staff shortages, lack of backup staff, and limited time resources reduce the availability of educational programs. The motivation for professional development is largely determined by management support and the organizational culture of the medical organization. Conclusion. The study showed that the effectiveness of the CME system in the outpatient sector is determined by the consistency of regulatory requirements, organizational working conditions, and management decisions. The results obtained can be used to improve personnel policy in the primary healthcare sector and develop mechanisms for the professional development of doctors taking into account the specifics of outpatient care.

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