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Preface
II. Acknowledgement
III. Introduction
V. Core Values
• Employment
• Orientation
• Uniforms
• Communication
• Vacation Leave
• Maternity Leave
• Sick Leave
• Absences
• Performance Evaluation
• Incidental Reports
• Staffing Patterns
• Exchange of Duties
XI. Station I
• Objective
• Unit Organization
• Availability of Beds
• Admission Policies
• Infection Control
• Visitation
• Staff Uniforms
• Special Nurses
• Strength
• Weaknesses
• Conclusion
• Concept
• Objectives
• Lecture Activities
• Evaluation
• Budget Proposal
XVI. Pictures
II. Introduction
VISION
MISSION
To assist in the preservation of the value of human life by providing rational, quality
and comprehensive nursing care to clienteles and training to affiliates through our
caring, dynamic and honest nursing personnel.
OBJECTIVES
Hospital Administrator:
DR. MA. LUISA B. MAGSILA
Medical Director:
DR. MA. CRISTINA D. DELFIN
Chief Resident:
DR. MARY JANE CORDOVA
Resident Physician:
DR. MA. MARGIE VILLAFUERTE
DR. RALPH ODRUNIA
DR. QUEENIE SABOLBORA
Chief Nurse:
MR. ROBYNIEL A. ALBA, RN, MAN
Accountant:
MS. JOY THERESE ORILLOS, CPA
Supervisors:
3. Letecia Baril, RN
4. Wyndee Cabacas, RN
HeadNurses:
Staff Nurses:
• Emergency Room
Jaime Anisco, Rn
January Binga-an, RN
• ICU
Mcalden Chu, RN
Glenn Concepcion, Rn
Vincent Villaruz, RN
• Station I
• Station II
Myka Dais, RN
Eusebio Alcazar, RN
• Dialysis Unit
Lindsey Badana, RN
• OR/DR/NICU
Debie Albar, Rn
Liezyl Bendico, RN
Aiza Dorado, RN
Hazel Lamis, RN
Nursing Aids:
• Station I
Sharon Bernas
Josefa Biaco
Jason Garde
Janice Lorenzo
• Station II
Elles Chelley
• OR/DR/NICU
Gemelie Donado
Rubelyn Fuentes
Rosendo Pionelo
Cris Tianchon
• Employment
If there will be a vacant position, the chief nurse will inform the
hospital administrator of the vacancy. The hospital administrator
will instruct the personnel officer to post an announcement of the
said vacancy. A committee will be created to select from the
applicants. They will be interviewed, evaluated and the applicant
with the highest ranking will be considered in the vacant position.
• Orientation
On the first day all trainees will be oriented with regards to the
hospital organizational structures, VMG, policies and standard
operating procedures.
Then they will have a ward/ department exposure. The rotation will
be every 2 weeks and their shifting is every 15 days. There will only
be maximum of 4 volunteers per shift. Trainees are required to
have a good attendance and must follow SOP’s and Policies or else
they will be terminated from the training program. In case of
absences, an excused absence will make up for the missed hours
and an unexcused absence will be recorded and accumulated; 4
absences will mean termination of training.
• Uniforms
c.
• Communication
• Vacation Leave
1. An employee who calls the Nursing Office for extension of leave
will be assessed. If her services are needed she has to be
recalled. If her leave is disapproved she is considered on
absence without approved leave (AWOL) and she will not receive
a salary for those days where she does not have approved
leave.
• Maternity Leave
• Sick Leave
• Absences
• Performance Evaluation
• Incidental Reports
• Exchange of Duties
• Objective
• Unit Organization
• Availability of Beds
• Admission Policies
• Infection Control
• Visitation
• Staff Uniforms
• Special Nurses
(Hospital Administrator)
Chief Nurse