Abstract: The aim of this study was to describe the oral health services offered by the Unified Health System in the northern macro-region of Minas Gerais, Brazil, during the COVID-19 pandemic. This was an observational, cross-sectional and descriptive study. Data collection took place between August and September 2020 through the completion of online questionnaires by oral health managers in the northern municipalities of Minas Gerais and by consultation of information available in the Special Epidemiological Bulletin Coronavirus North Macro-region n° 14. After collection, data were transferred to SPSS® (Statistical Package for the Social Sciences for Windows, version 24.0). Analyses were performed using frequency, mean, standard deviation and percentages. It was found that all included municipalities suspended elective treatments and maintained emergency dental care at all levels of care. In 62.5% of municipalities there were oral health professionals contaminated by COVID-19. Oral health teams implemented specific interventions to address the pandemic,with the most frequent being tele-orientation (74.7%), use of sanitary barriers (72%), and telemonitoring (68%). At the beginning of the pandemic, 62.5% of municipalities lacked personal protective equipment. Comsidering these results, it was found that the COVID-19 pandemic impacted the supply of dental services in northern Minas Gerais due to the suspension of elective care, contamination of professionals, lack of personal protective equipment, and development of new interventions. Thus, oral health teams had to adapt to new contexts of health interventionsto face COVID-19 and maintain dental care services.

Resumo Introdução O sistema público de saúde apresenta desafios à área de recursos humanos. Objetivo Avaliar os avanços e desafios na gestão dos recursos humanos inseridos na Estratégia Saúde da Família (ESF) no norte de Minas Gerais, Brasil. Método Estudo transversal com 317 profissionais vinculados à ESF: cirurgiões-dentistas, enfermeiros e médicos. Para a coleta de dados, utilizou-se questionário com variáveis sociodemográficas, econômicas, vínculo empregatício, plano de carreira, educação permanente e continuada e incentivo financeiro. Avaliou-se a remuneração conforme o sexo, o plano de carreira e a categoria profissional; a categoria profissional conforme o sexo, o plano de carreira e a educação permanente; nível de significância: p < 0,05. Resultados A maioria era mulheres (65,2%), enfermeiros (46,3%), pós-graduados (51,1%), com vínculo por contrato administrativo (67,4%), sem plano de carreira (90,8%) e incentivos financeiros (61,1%) e participava de educação permanente (57,8%). Mais de 40% trabalharam na ESF de outro município e 117 concluíram especialização em ESF/saúde pública/coletiva. Maior remuneração encontrou-se na medicina (p < 0,05) e com homens (p < 0,05). Enfermagem apresentou maior percentual de mulheres, de profissionais com plano de carreira e educação permanente (p < 0,05). Conclusão Avanços se destacam na qualificação profissional, especialistas na área e/ou capacitação em serviço. Há desafios quanto à precarização do trabalho, o que contribui para a rotatividade dos profissionais.

Abstract Background The public health system presents challenges for human resources. Objective To evaluate the advances and challenges in the management of human resources included in the Family Health Strategy - FHS in northern Minas Gerais, Brazil. Method A cross-sectional study with 317 professionals linked to the FHS: dentists, nurses and doctors was carried out. For data collection, it was used a questionnaire with variables: sociodemographic and economic characteristics, employment relationship, career path, permanent and continuing education, and financial incentive. It was also evaluated the remuneration according to gender, career plan and professional category; and professional category according to gender, career plan and permanent education; significance level p <0.05. Results The most were women (65.2%), nurses (46.3%), postgraduates (51.1%), bond by administrative contract (67.4%), no career plan (90.8%) and financial incentives (61.1%) and participated in permanent education (57.8%). More than 40% worked in the FHS of another municipality and 117 completed specialization in FHS / public / collective health. The higher remuneration was for medicine (p <0.05) and for men (p <0.05). Nursing presented higher percentage of women, of professionals with career plan and permanent education (p <0.05). Conclusion Advances stand out in professional qualification, specialists and / or capacitation in service. There are challenges concerning to the precariousness conditions of work, which contributes to the turnover of professionals.