DIVINE MERCY WELLNESS CENTER

SOP TITLE:

Orientation and Professional Growth Policy

SOP NO.:

C-__________

REVISION NO.:

Initial Document

Author:

Admin Core

Reviewing
Body:
Approving
Body:

Submission
Date:
Review Date:

DMWC Board of
Directors

Approved
Date:

DMWC Board of Directors Endorsed Date:

SOP Effectivity Date:

Previous

New SOP
No.

Date of
Change

Description of Change

Divine Mercy Wellness Center

Olympia Bldg., Washington cor. Blumentritt Sts., Tuguegarao City, Cagayan 3500
Tel. No.: *Information (078) 844-4624 *Laboratory (078) 844-2925
*Email: DMWCLAB@yahoo.com

DMWC Standard Operating Procedures

Effective:

SOP C 000
Revision 0

Orientation and Professional Growth

Policy
The orientation policy is designed to welcome each new
employee and make them part of the team from the first day. This
procedure shall familiarize new employees with company rules, policies
and procedures, with view of making the employee well-adapted to the
work environment.
Professional growth policy is designed to continuously produce
competent employees and enhance professional knowledge.
1.0

Purpose
New employees will be able to adapt to culture and the working
environment if guidelines are provided early before employment.
Effective orientation creates a sense of security, belongingness and
confidence to the new employee. Provided with enough selfconfidence, the new employee will have a better chance of performing
according to expectations.
Professional growth will enable employee to develop selfconfidence in performing special task. This will not only serve as a
knowledge but developed skill.
2.0

Summary

Orientation is the socializing process, the welcome and the initial

introduction to the organization and the work of the employee.
Orientation strives to make new employees feel comfortable with the
job, people and organization. It also tells them what the company
expects of them in their behavior, conduct and performance. It seeks
to do everything to make the new employees adjustment to the job
and to the work environment as rapid and pleasant as possible.
Professional growth is a proof that DMWC aims to have good
quality of employees and that the hospital cares about the
development of employees. This procedure will present a systematic
process in helping each employee to have the chance to grow and
develop new skills, update and broaden acquired knowledge.

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DMWC Standard Operating Procedures

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Orientation and Professional Growth

3.0

Related Documents

3.1
3.2
3.3
3.4
3.5
3.6

4.0

Employee Benefits
Performance Evaluation and Appraisal
Leave of Absence
Notification of Absence
Code of conduct
Employee Handbook

Definition

Employee
Employer

Institution

Orientation
Orientation
Checklist
201 File

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a person working for another person or an

institution for pay.
A legal entity that controls and directs a
servant or worker under an express or implied
contract of employment and pays (or is
obligated to pay) him or her salary or wages in
compensation
A public or private place for the care or
confinement of inmates, especially patients or
other persons with physical or mental
disabilities.
An introduction, as to guide one in adjusting to
new surroundings and employment.
Series of checklists designed to support the full
orientation of a new employee.
A wide range of personnel information and
provides sophisticated reports and its richlypresented variants from corporate, groups and
down to the individual worker. It includes an
employees personal details like full name,
address, date of birth, and others.

DMWC Standard Operating Procedures

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SOP C 000
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Orientation and Professional Growth

5.0 Procedural Section

5.1 Persons Responsible

5.1.1 Medical Director

5.1.2 Assistant Medical Director
5.1.3 Administrative Officer (AO)
5.1.4 Department Head
5.1.5 Human Resource Officer (HRO)
5.1.6 Training Officer
5.1.7 Immediate Supervisor
5.1.8 Human Resource Clerk (HRC)

5.2 Procedure

5.2.1 Employee Orientation

5.2.1.1 The HRO will welcome the new employee on

the first day. An orientation and training agreement
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DMWC Standard Operating Procedures

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Orientation and Professional Growth

form will be given to the new employee (Orientation

and Training Agreement Form).
5.2.1.2 The HRO will explain each section. Questions
raised by the new employee will be answered after
orientation process. Orientation process includes
the following components:

5.2.1.2.1
Hospital profile overview: includes
the history of the hospital, organizational
chart, services it provides and type of
industry it belongs. Accompanied by
explaining the mission, vision and core
values of the hospital
5.2.1.2.2
Review of employee handbook:
provides thorough information on the
hospitals policies, rules and regulations
with
corresponding
penalties
and
disciplinary actions.
5.2.1.2.3
Review
of
employees
compensation and benefits: provides
information
regarding
government
mandated
benefits
and
additional
incentives provided by the institution.

5.2.1.3
After the orientation, the HRO will endorse the
new employee to the Immediate Supervisor and
Training Officer.

5.2.2 Professional Growth

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Orientation and Professional Growth

5.2.2.1

Training

5.2.2.1.1 The Immediate Supervisor will be incharge to the new employee to educate
the new employee on his/her roles and
responsibilities.
5.2.2.1.2 The Training Officer will recommend
trainings that the new employee needs to
accomplish to foster learning, acquire new
knowledge and develop new skills.
5.2.2.1.3 At the end of the form, the new
employee will sign if he/she agree to all
the responsibilities and policies presented
in orientation process.

5.2.2.2

Continuing Education

5.2.2.2.1 Employee who desires to continue

their Bachelors degree into Masters
degree shall inform the Immediate
Supervisor prior to the application.
5.2.2.2.2 The employee will write request
letter to the President thru the AO and
HRO.
5.2.2.2.3 The employee will submit the letter
it to the Immediate Supervisor. The
immediate
Supervisor
and
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Department Head will review and sign

the letter.
5.2.2.2.4 Noted letter by the Immediate
Supervisor and Department Head will
be forwarded to the AO and HRO for
validation.
5.2.2.2.5 Validated letter will be endorsed to
the Assistant Medical Director for
recommendation to the Chief Medical
Director.
5.2.2.2.6 Recommended
letter
will
be
submitted to the Medical Director for
initial approval.
5.2.2.2.7 Initially approved letter will be
presented to the President thru the
Medical Director for final approval.
5.2.2.2.8 Approved Letter from the President
will be given to the requesting
employee.
5.2.2.2.9 Each employee will pass a copy of
all the subjects enrolled together with
the scheules to the HRO for
documentation purposes.

6.0

References:

1. http://www.businessdictionary.com/definition/employer.html
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Orientation and Professional Growth

2. http://www.ccohs.ca/oshanswers/hsprograms/orientation.html
3. http://www.medcom.lsuhscshreveport.edu/cfdocs/policies/hosp_ind
ex.cfm
4. http://gvacpas.com/2013/12/26/human-resource-managementsystem-the-philippine-201-files/
5. http://www.northcentral.edu/sites/default/files/documents/policy_Ne
w_Employee_Orientation_and_Training.pdf

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DMWC Standard Operating Procedures

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Orientation and Professional Growth

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SOP C 000
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DMWC Standard Operating Procedures

Effective:

SOP C 000
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Orientation and Professional Growth

DIVINE MERCY WELLNESS CENTER, INC.

The Diagnostic and Multi Specialty-Clinic
Olympia Bldg., Washington cor. Blumentritt Sts., Tuguegarao City, Cagayan 3500
Tel. No.: *Information (078) 844-4624 *Laboratory (078) 844-2925
*Email: DMWCLAB@yahoo.com

I, (Given Name, M.I., Surname) agree to undergo the Training and Orientation
for the position of (State the Position) in order that I may maximize my
opportunity to obtain full-time employment but I understand that DMWC
cannot guarantee me a job after the prescribed training period.
A. Purpose of the Training and Orientation:
1. To allow the trainee gain basic information related to their job
such as work environment, company policies and job details.
2. To assess the necessary skills and knowledge the trainee may
have or lack in order to be successful in the position.
3. To provide the candidate an opportunity to be familiarized with
the organization and its personnel before making a commitment.
B. Duration:
1. The Training and Orientation period will be from (Inclusive
Dates). A day of duty is equivalent to eight (8) hours exclusive of
meal break. The Number of Hours required is computed as: No.
of Months x 30days x 8 hours.
2. The training is deemed complete only when the candidate met
the number of hours required; therefore, the candidate must
maintain daily attendance, punctuality, work hours and work
assignments.
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DMWC Standard Operating Procedures

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3. The candidate may be allowed absence and undertime for no

longer than three (3) days during the training period provided
the reason is acceptable. There will be an extension of training
to serve the number of hours needed.
4. The company may discontinue/terminate the training with due
notice stating the reason such as misdemeanor, noncompliance
to the conditions herein stated, neglect of duty, gross
negligence, etc.
5. The trainee may request to discontinue the training through a
written notice stating the reason.

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C. Conduct:
1. The trainee must observe company rules, regulations and
policies.
2. The candidate must wear the prescribed attire and protective
clothes specific to the department/position.
D. Certification:
1. A certificate of completion will be issued to the candidate at the
end of the training period.
2. A certification will not be issued to the candidate who did not
complete the training as provided in Items B No. 2, B No. 5 and
B No. 6.
E. Compensation:
1. A daily allowance of Php 175.00 and 200.00 given at the end of
each week will be given to trainees for technical and nontechnical positions respectively.
2. The amount is not subject to government deductions and is
meant to cover the meal and transportation expenses of the
candidate.
This agreement is not a legally binding contract but rather is an agreement
made in good faith. It may be modified in writing or terminated by any parties
concerned at any time.
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DMWC Standard Operating Procedures

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Orientation and Professional Growth

CONFORME
I understand the terms of this agreement and will comply with the conditions
described herein.
Trainees Printed Name &
Signature

Date

:
Administered by:

Name & Signature

Date

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