Beruflich Dokumente
Kultur Dokumente
15 August 2001
DIOMEDIO P VILLANUEVA
General AFP
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COMMANDING GENERAL
PHILIPPINE ARMY
Fort Andres Bonifacio, Metro Manila
FOREWORD
I therefore enjoin all those involved in health care to make use of this
Manual in the pursuant of professional development and technical excellence.
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AMENDMENT CERTIFICATE
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
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PREFACE
1. Purpose.
3. User Information.
4. Reference.
Strategic Doctrines
Related Manuals
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5. Recession
6. Gender
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CONTENTS
Letter of Promulgation i
Foreword iii
Amendment Certificate v
Preface vii
Contents ix
CHAPTER 1 – INTRODUCTION
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CHAPTER 4 – OPERATIONS
A Organization A-1
B Uniforms B-1
C Utilization of Nurse Corps in Echelons of Medical C-1
Evacuation
D PA Nursing Service Medication Sheet D-1
E PA Nursing Service Nurses’ Progress Notes E-1
F AFP Officer Appraisal System F-1
G Career Development Program For Nurse Corps G-1
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Officers In The AFP
H Policies Governing Marriage, Pregnancy And H-1
Maternity Leave Of Female Members Of The Active
Force Of The AFP
I Circular Nr 01 AFP Technical Services Uniform I-1
Record of Changes
Recommendation for Changes
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CHAPTER 1
INTRODUCTION
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Republic Act No. 203 dated May 12, 1948 made the Nurse Corps an
integral part of the Armed Forces of the Philippines directly under the Medical
Service, This law, among others, gave the members of the Nurse Corps equal
rights and privileges as any other member of the Armed Forces.
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Their tenure in the service is like the RA 291 officers and they can he
separated only for cause or by request of the individual.
b. Civilian Employees.
c. Enlisted Personnel.
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CHAPTER 2
ORGANIZATION AND FUNCTIONS
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1) Qualifications:
a) Rank of Colonel
c) GSC eligible
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2) Functions/Responsibilities:
2) Functions/Responsibilities:
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1) Qualifications:
b) GSC eligible
2) Functions/Responsibilities:
1) Qualifications
a) Rank of Major
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2) Functions / Responsibilities:
1) Qualifications:
a) Rank E-7
2) Functions/Responsibilities:
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1) Qualifications:
a) Rank of E-5
2) Functions/Responsibilities:
1) Qualifications:
a) Rank of E-5
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2) Functions/Responsibilities:
h. Message Clerk.
1) Qualifications:
a) Rank of E-S.
c) Knowledgeable in correspondence.
2) Functions/Responsibilities:
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i. Driver/Mechanic, OACN.
1) Qualifications:
a) Rank of EA.
2) Functions/Responsibilities:
j. Civilian Clerk.
1) Qualifications:
2) Functions/Responsibilities
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k. Janitor/Institutional Worker.
1) Qualifications:
2) Function/ Responsibilities
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13. General. The PA Nursing Service staff functions best when qualified
care givers, each knowing its functions and responsibilities are linked together
as members of a highly effective team group with mutual objectives.
1) Qualifications:
a) Rank of COL
c) GSC eligible
2) Functions/ Responsibilities:
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1) Qualifications:
a) Rank of COL
c) GSC eligible
2) Functions/Responsibilities
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1) Qualifications:
a) Rank of CO L
c) GSC eligible
2) Functions/Responsibilities:
1) Qualifications:
a) Rank of COL
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c) GSC eligible
2) Functions/Responsibilities:
1. Qualifications:
a) Rank of LTC
c) GSC eligible
2. Functions/Responsibilities:
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1. Qualifications:
a) Rank of Major
2. Functions / Responsibilities:
b) Recommends/Participates/Coordinates in
preparation of nursing budgets.
1. Qualifications:
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a) Rank of CPT
2. Functions / Responsibilities:
h) Attends/coordinates/participates in staff
development activities.
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1. Qualifications:
a) Rank of 2LT
1. Qualifications:
a) Rank of lLT
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2. Functions/Responsibilities:
1. Functions/ Responsibilities
1. Qualifications:
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a) BSN graduate
2. Functions/Responsibilities:
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1. Qualifications:
a) BSN Graduate
2. Functions / Responsibilities:
1. Qualifications:
2. Functions /Responsibilities
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n. Civilian Midwife I.
1. Qualifications:
2. Functions/Responsibilities:
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1. Qualifications:
1. Qualifications:
a) Rank of E-7
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2. Functions/Responsibilities:
1. Qualifications:
2. Functions/Responsibilities
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givers in the ward in providing indirect nursing care and some technical
nursing services / care under the direction and supervision of a professional
nurse.
1. Qualifications:
2. Functions/Responsibilities:
1. Qualifications:
2. Functions/Responsibilities:
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1. Qualifications:
a) Rank of 1LT
2. Functions/Responsibilities:
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CHAPTER 3
HUMAN RESOURCE MANAGEMENT
7) Skillful in:
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9) Must not be more than thirty two (32) years of age at the
time of commission.
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(h) Self-expression
a. sick in hospital
b. pregnant
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e. enjoying preferential assignment prior to compulsory
Retirement, and
a. References.
c. Policies.
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(15) The Command Chaplain, PSG
d. Procedures.
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recommended by the Army Chief Nurse thru channel to The Chief Nurse,
AFP. The NC Officer for ETAD shall submit the following requirements.
c. Summary of Information
e. CAD Orders
f. Last ET AD Orders
k. Command Clearances
Submit requirements in ten (10) folders including the original, and all
reproduced copies must be authenticated.
A Reserve Nurse Corps officer who has rendered six (6) years of
continuous active military service shall, upon satisfactory completion of his
tour of active duty, be granted another extension for a period of four (4) years.
A Reserve Nurse Corps officer who has satisfactorily rendered ten (10)
years of continuous active commissioned military service shall have security
of tenure and shall not be reverted to inactive status except upon his own
request or for cause as may be adjudged by a court martial or by appropriate
bodies existing by provisions of law or by virtue of the operation of PD 1638,
as amended which provides for the forced lateral attrition of officers based on
exigencies of the service up to the time they reach the compulsory' retirement
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of thirty (30) years of service or fifty six (56) years of age which ever comes
later but not later that sixty (60) years of age.
11. Qualifications. Officers are qualified for promotion when they have
satisfactorily met the minimum time-in-grade, active commissioned service
(ASCS) and required career courses.
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h. Professional Preparation
1) Qualitative
(e) Maturity
2) Quantitative
(a) Seniority
(f) Awards
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(g) Service reputation
j. Addendum.
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a. Death
b. Resignation
d. Physical disability
e. For cause
13. Reversion. A Reserve Nurse Corps officer whose term of active duty
has not been extended shall be automatically reverted.
A Reserve Nurse Corps officer reverted to inactive status not for cause
nor shall retired, who has completed 4 1/2 years of service receive a reversion
gratuity equivalent to one (1) month base pay and longevity pay in the
permanent rank held at the time of reversion multiplied by his years of active
service. Reserve Nurse Corps officer for reversion shall submit the following
requirements.
b. Basic Request
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f. Certificate of Non-Pending Case, No Money/Property
Accountability Unit Clearances/Statement of Last Payment g.
l. Ombudsman Clearance
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3 copies
Addendum
Instructions
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3) That optional retiree has contractual service or without
contractual service.
18. Career Development Program for Nurse Corps Officers in the AFP.
(Refer to Annex G).
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a. Flight Nursing
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Neurolagical Nurse (32 KB), Intensive Care Nurse (32MD), Neurosurgical
Nurse (32SD).
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training, have demonstrated excellent executive leadership qualities, smooth
interpersonal relations, competent in developing leaders: belonged to the
upper 500/0 of the CGSC class, have masters degree in Nursing Major in
Nursing Administration or Masters of Hospital Administration.
24. Nurse Corps Career Pattern. Upon initial Call to Active Duty (CAD),
Army Nurse Corps officers are assigned at a general/station hospital/ medical
infirmary I medical center and designated general duty nurse.
Army Nurse Corps officers who have been on active duty for two (2)
years are eligible to apply or may be recommended by the Army Chief Nurse,
for specialization training conducted at civilian or military installation, local or
abroad. These courses are: Nursing Service Administration; Flight Nursing;
Psychiatric and Mental Health Nursing; Communicable Disease Nursing;
Orthopedic Nursing; Maternal and Child Health Nursing; Hemodialysis
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27. Assignments. The Nurse Corps Career Pattern (Figure 3-1) depicts
the general development and career progression of an Army NC officer
brought about through planned and monitored assignment. Although not all
officers will receive diversified assignments, all are given opportunities to
progress in their chosen field.
The Chief Nurse, AFP ensures the effective and efficient management
of the career development of Nurse Corps officers.
At the end of the basic phase, Army Nurse Corps Officers who failed to
achieve the minimum level required, that is, a "C" proficiency in their chosen
career pattern, will be retained on such pattern
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/ Education, developing in developing
master of training leaders,
Hospital programs for Upper 50% of
Administration future leaders SGSC class,
. MAN. MHA MAN. MHA
graduate graduate
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MAN, MHA
preferably
major in field
of specialty.
Communicable 32D -do- -do- -do- -do-
Disease Nurse
Pediatric Nurse 32E -do- -do- -do- -do-
Operating room 32F -do- -do- -do- -do-
Nurse
Orthopedic Nurse 32G -do- -do- -do- -do-
Maternal & Child 32I -do- -do- -do- -do-
Health Nurse
Hemodialysis Nurse 32J -do- -do- -do- -do-
Neorological Nurse 32K -do- -do- -do- -do-
Intensive Nurse 32M -do- -do- -do- -do-
Oncology Nurse 32O -do- -do- -do- -do-
Public Health Nurse 32P -do- -do- -do- -do-
Trauma Nurse 32R -do- -do- -do- -do-
Neurosurgical Nurse 32S -do- -do- -do- -do-
c. Transcript of Records.
d. Diploma.
e. Board Rating.
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g. Availability of Funds.
j. ID pictures-4 copies.
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a. Resignation - voluntary written notice of the nursing service
employee informing the appointing authority that he/she is relinquishing his
position and stating the date of such resignation shall take effect.
a. Objectives
b. Basic policies
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b. Contractual Employees:
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rendered less than two (2) years of continuous active service. Matemi1y leave
shall not be chargeable against accumulated vacation and sick leave.
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3) Ambulance Service
5) Health Insurance.
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will shoulder intended for other hospital expenses for each confinement
period.
• Hemodialysis
• Radiotherapy
• Chemotherapy
• Surgical Operations
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(g) Others
c. Housing Benefits.
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(a) 1st Priority. Married military personnel including
widow, widower, separated or divorced in the active service who have no
house or lot of their own.
d. Educational Benefits.
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f. Rest and Recreation (R & R). Army Nurse Corps officers are
entitled to go on rest and recreation from a combat duty assignment.
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1) Salary Loans.
2) Policy Loans.
3) Business Loans.
4) Housing Loans.
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Up to P150, 000.00 9%
Over P150, 000.00 to
P225, 000.00 12%
Over P225, 000.00 16%
4) Home improvement
5) Savings.
(a) AFPSLAI
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(b) PAFCPIC
(c) AMWSLAI
(d) PNSLAI
(e) PAG-IBIG
(a) AFPMBAI
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• With policy loan at 6% interest per
annum
• With cash value
• With disability benefit
• With death benefit
Amount of
Rank Monthly
Insurance
LTC/Cdr/Supt up P85, P60.00
600.00
2LT/Ens/Insp to P71, P50.00
MAJ/ Ltcdr/ CInsp 400.00
Sgt/PO3/SPO1 to P42, P30.00
CMS/CMPO/SPO4 800.00
Cpl/SN1/PO3 P35, P25.00
down 700.00
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(b) AFPGIC
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(1) AFPPTF Educational Assistance Program –
awarded to qualified and deserving dependents of deceased, retired or active
AFP military personnel in any of the following educational levels with the
indicated amount of support per school year and corresponding duration:
Level Amount
College/Vocational 8,000.00/yr
High School 3,000.00/yr
Elementary 2,000.00/yr
Level Amount
College/Vocational 5,000.00/yr
High School 2,000.00/yr
Elementary 1,000.00/yr
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Requirements:
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proper head of agency five days (5) days in advance whenever possible of the
effective date of such leave.
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paternity leave for an absolute maximum of four (4) deliveries regardless of
whichever spouse gives birth. Paternity leave is a non cumulative/non
commutative and strictly nOI1- convertible to cash. The same maybe enjoyed
either in a continuous or in an intermittent manner by the employee on the
days immediately before, during and after the childbirth or miscarriage of his
legitimate spouse.
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2) Cash incomes
39. For Military Personnel. This section prescribes the policies, criteria,
and administrative instructions concerning granting of awards to deserving
persons/unit~/organizations in order to recognize actions or deeds of valor
and exceptional service or achievement as per AFP Regulations G-131-053
dtd 1 July 1986; to include its changes 1-4. The objective of awards and
decorations is to provide tangible recognition for acts of valor and heroism
exceptional and meritorious service or achievement, acts of heroism not
involving actual combat, and special skills and qualifications the awards and
decorations may be awarded to any personnel or unit/organization either
military or civilian, local or foreign, who distinguished himself in outstanding
achievement or service in activities relevant to the objectives of the AFP's
national security and development.
40. Decorations
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this award, a person must perform an act of heroism so notable and involving
risk of life as extraordinary as to set him apart from his comrades.
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honorable service with the AFP and for each additional five (5) years, one
bronze star shall be affixed to the ribbon.
42. Badges
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at least tv.ro (2) years or those who have no formal training but performed
AGS functions for at least two (2) years.
The personnel who fall under any of the following are eligible for
the badge:
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CSC MC No. 15, s. 1990 which instituted the Courtesy Campaign Program in
the Civil Service, known as the "Ang Magalang, Bow!"
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48. Dress Code Prescribed for all Nursing Service Civilian Personnel
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a. The office uniforms as prescribed hy the different government
agencies/offices shall be the official attire of all government officials and
employees that shall be worn in accordance with the assigned schedule.
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(1) Dress
Cloth - plain white, not too thin
cloth/gabardine cotton
Cut - one whole dress "A" line
Collar - sports collar 2 '12" wide
Front - with three (3) pin tucks
Sleeves - tailored 1 ~" fold
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Pocket - patch pocket
Length - 3" below the knee;
(1) Uniform
Cut - one whole dress
Color - plain light blue
Cloth - gabardine/ cotton Collar - sports
collar, 2 %" wide Front - with three (3) pin
tucks Sleeves - tailored 1 7-2" fold Pocket -
patched pocket Length _. 3 " below the
knee
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CHAPTER 4
OPERATIONS
The true leader is one who by his qualities can create a worthy
aspiration, and by precept 811d example can convert others to that aspiration,
and lead them in an unselfish cause. The great military leader is the man who
can inspire his men to do things they don't want to do and can make them
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enjoy doing them. The Nurse Corps officer endowed with the basic concept of
military leadership as well as the pre requisites of leadership namely, physical
proficiency, intelligence, and character. The first, physical proficiency is the
resiliency which will enable the Nurse Corps leader to quickly recover under
times of exceptional stress and immediately continue on with a new mission.
The second, intelligence enables the leader to thoroughly understand from
objective point of view and anticipate the problems which will be critical in the
accomplishment of his mission. The third, character, will strongly determine
the individuality of the leader; it will also be the basis of his attitude toward his
responsibilities. Identified with character are such traits as loyalty, devotion to
duty, and honor. Aside from the prerequisites mentioned a military leader
must also possess the different traits of a good military nurse leader namely,
knowledge, courage, initiative, decisiveness, tact, justice, dependability,
bearing, endurance, enthusiasm, unselfishness, integrity, loyalty and
judgment. The Nurse Corps officer as a leader must follow the Principles of
Leadership enumerated:
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RELATIONSHIPS INDIVIDUAL
1. Line- those that exist between a Chief Nursing Service to Supervisor;
supervisor; superior and subordinates Supervisor to Head Nurse; Head
immediately and directly responsible nurse to Staff Nurse
to him.
2. Functional- those which arise to Chief nursing Service with Admin
when duties are divided on a Officer; Head nurse with the Clinical
functional basis, i.e. when an Instructor; Chief Nursing Service with
individual exercise authority on one the Ward Officers.
particular subject by special skill or
knowledge.
3. Staff- those which arise when an Supervisor acting in behalf of the
individual is acting as the Chief Nursing Service when the
representative of superior. This Nursing Service is not around after
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individual is not vested with but is office hours. Staff Nurse acting on
acting for and on behalf of the person behalf of the Head nurse when the
on which authority lies. His function is Head nurse is off duty.
one of transmission and interpretation
couple with the duty of ascertaining
that the orders given are carried out.
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1) Number of client
2) Acuity of illness
6) Turn-over of personnel
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or certain aspect of personal care. The client needs 3.0 nursing care
hours/day or nurse client ratio conversion of one (1) nurse to three (3) clients.
e.g partial care client might require assistance from the nursing staff to
perform wound debridement or dressing, catheterization, or give intravenous
fluid therapy, intramuscular or subcutaneous injection, etc.
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the scheduling of nursing care givers. Since the head nurses are held
accountable for workers expenditures over which they have control, they are
therefore required to determine the stailing: needs for their individual
units/wards. Therefore head nurses will prepare the staffing for their individual
units/wards. In the preparation of monthly schedule by the head nurse. the
head nurse should remember that the objectives of scheduling are to assign
working days and days off to individual members of the nursing service so
that adequate client care is ensured, while overstaffmg/understa.ffmg is
avoided; that a desirable distribution of days off is achieved; that individual
members of the nursing staff are treated fairly and lastly that the individuals
know well in advanced what their schedules are.
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month then on the night shift (11- 7) on the third month (if possible). Since no
staffing scheduling method is perfect, there will always be problems; therefore
staffing adjustments should always be considered when preparing the
monthly schedules of the nursing care givers. Staffing adjustments should not
be confused with regular scheduling. Staffing adjustments are concerned with
undisputed conditions, the day to day variations in need or situations that
result in over staffing or understaffing. Staffing adjustments are done each
shift, with the assignment of the reliever nurses (if available) and / or the
pulling of nurses from the units/wards where they were originally scheduled.
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82,125 NCH
1,728 working hours
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conference. The nurse is able to identify the client's needs and therefore the
nurse can deliver better quality nursing care. Under this modality, care is
focused on the client. How-ever, the disadvantage of this type of nursing
modality is its higher cost because more nurses are needed.
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b. Staff Visit
d. Quality Circles
e. Nursing Rounds
f. Bedside Clinic
g. Risk Management
b. Leadership development
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d. Continuing Education
e. Credentialing
g. Audit
i. Risk Management
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k. Utilization review.
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identifies what constitutes and monitors actual performance of the care giver
and focusing primarily on behavior directly related to clients.
1) Job description
2) Performance appraisal
3) Standards of Performance
4) Procedures
5) Protocols
6) Guidelines
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14. Quality Circle. A group of people (usually 4 to 15) who work in the
same or similar area who voluntarily meet on a regular basis to identify
assess and solve problems in their area of work.
15. Monitoring and Evaluation Process. There are ten steps that are
necessary for effective monitoring and evaluation in the Nursing Service.
a. Assign responsibility
16. The Nursing Service Audit. The Nursing Service Audit is an official
examination of nursing records, physical facilities and employees involved in
client care for the purposes of evaluation, verification and improvement. It is a
tool in analyzing and evaluating nurses' bedside records and physical
facilities. It serves as a means of improving nursing care by revealing existing
deficiencies.
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3) Evaluation of results
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Nursing Supervisor
Head Nurse
Staff Nurse
Wardman/midwife/ nursing
Attendant/ utility worker
25. General. Republic Act Nr 7164 Article V Sec 27 states that the
scope of nursing practice includes the utilization of the Nursing
Process. Nursing Process is a problem solving framework for planning and
delivering nursing care to clients and their families. It is a way of thinking as a
nurse. It is a framework of interrelated activities resulting in competent nursing
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26. Steps in Nursing Process. The nursing process is divided into five (5)
steps
Assessment is the first step in nursing process and the one step
which is a part of every step in the nursing process. The nursing assessment
which the nurse completes upon the client's admission to the hospital is
focused on the client's response to actual or potential health problems. During
the assessment the nurse collects data by interview, observation, and
examination. The nurse does not make judgments or conclusions at this time
but focuses on establishing a comprehensive data base which reflects the
health status of the client. The nurse seeks to gather only data, not judgments
and conclusions, from the client.
During the planning phase of the nursing process, the nurse and
the client set priorities among the identified problems; establish goals showing
reduction, prevention; or elimination of the problem; and plan interventions to
achieve the goals. A goal is the desired outcome of nursing care in the form of
changed client behavior. For actual nursing diagnosis, the goals identify client
behavioral outcomes demonstrating a lessening or elimination of the problem.
For potential nursing diagnosis, the goals demonstrate the client maintaining
the current level of functioning or prevention of the problem. Goals give
direction to nursing actions as do the nursing diagnosis. Long term goals often
demonstrate the maximum level of functioning for the client or restoration of
normal functioning and may take days to months to achieve. Short term goals
describe client outcome behavior in smaller steps. They might be more
appropriate in a critical care setting or when the client is unstable and the
problem must be reduced or eliminated rapidly. Short term goals may be set
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in a time frame from hours to days. Progressive short term goals can be used
to show continued progress, in terms of improved level of client functioning in
the direction of long-term goal achievement. A goal statement contains the
client's behavior, the criteria of acceptable performance of that behavior, the
time frame in which the goal should be achieved, and the conditions, if any,
under which the behavior will be demonstrated. Goals are realistic,
observable, congruent with other health professional's plan of care, and
directly related to the nursing diagnosis.
e. Evaluation.
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CHAPTER 5
MANAGEMENT OF CLIEN'T CARE
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from natural or man-made phenomena, including enemy attack. This section
deals with disaster planning, organization and management of mass casualty
situations in armed con11icts and disasters.
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the final or ultimate health care facilities in the chain of evacuation, the
general hospital and/ or AFP Medical Center.
j. Skilled medical personnel should not be used for first aid and
rescue operations.
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k. The use of narcotics should be held to the minimum. Nothing
should be done to a casualty that will decrease his capacity to care for
himself.
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evacuated directly to a station hospital via Phil Air Force aircraft where they
will rejoin the primary flow of evacuation. From there, they may be further
evacuated to an army general hospital. If further evacuation is needed they
are brought to the AFP Medical Center. From the MASH, clients may be
directly evacuated to AFP Medical Center. It must be remembered that at any
point in the evacuation system, the soldier will be returned to duty if it is
possible.
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CHAPTER 6
HUMAN RESOURCE DEVELOPMENT PROGRAM
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1) Prerequisites:
1) Prerequisites
1) Prerequisites:
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1) Prerequisites:
b. Nurse Corps officers who are grantees under Section 22K NDA
and other similar grants are allowed to pursue graduate or post graduate
studies in certain academic disciplines in certain local educational institutions
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(b) Must not be due for retirement within five (5) years
or during the period of mandatory service after the completion of study.
(c) Seniority
3) Utilization
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7) Seniority
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Table 6-1
Source of Funds Period of Mandatory Service
1. Government Funds
a. Local Schooling 2.5 years
b. Schooling Abroad 3 years
2. Private Institutions (no funds
involved other than
salary/allowance) 2 years
a.. Local Schooling 2.5 years
b. Schooling Abroad
Frequency of Schooling
Table 6-2
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b. Mandatory Prerequisites.
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c. Selection Procedures.
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(1) Uniform
(3) Death
(9) Leaves
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1) Orientation
3) Conferences
4) Seminar/workshops
5) Book clubs
6) Case presentation
7) Journal readings
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b. Course objectives
c. Course content
d. Selection of participants
i. Selection of speakers
k. Course evaluation
10. General. GHQ Cir No. 18 dtd 7 Jun 71 provides for the Paramedical
Internship Training for Medical Interns, Medical Technicians and Nursing
Students in AFP Hospitals. For NC Officers assigned in PA health care
facilities offering training to these paramedical trainees, it is their duty to help
provide an environment conducive to learning in the respective wards or units.
NC officers should coordinate and cooperate 'with the clinical instructors in
supervising and giving spot instructions as needed to nursing students in their
units.
12. Objectives
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and the Assistant Chief Nurse for Education and Training (or equivalent) is
undertaken. Above reports and conferences are to measure experience
gained by the students against their particular objectives. Discover existing
problems which might have been overlooked; and suggestions which may add
to their solutions.
b. The Asst Chief Nurse for Education and Training (or equivalent)
shall be responsible for the implementation of the training program for nursing
affiliates
1) Course Objectives
3) Course Contents
4) Syllabus
5) Methodology
6) Schedule
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CHAPTER 7
CONDUCT AND DISCIPLINE
1) Habitual Absenteeism
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2. Oral Endorsement
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a. Laws of Congress.
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c. Presidential Directives.
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7. Officer's Code
g. Walking Outdoors
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h. When opening doors junior officer opens a door for his or her
senior, stands aside for the s senior to pass through then follows.
j. Introductions
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o. Military courtesy in cars. The senior officer enters last and the
junior enters first. The senior officer sits on the right and accorded the most
desirable scat. If three persons are seated at the back seat, the most junior is
at the middle. When the car is full, the most junior sits in front.
9. Military Discipline.
1) Training.
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(e) Drunkenness
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a. Dishonesty.
c. Grave misconduct.
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1) Oppression
6) Gross insubordination
2) Simple misconduct
5) Insubordination
6) Habitual drunkenness
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analyzed, and evaluated against the employee's past records, the employee
_should be informed of the supervisor's determination. This includes any
expected improvement in future behavior assistance, if appropriate;
disciplinary penalty (if any) being imposed and others.
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CHAPTER 8
NURSES AND THE LAW
Section 8-1 Code of Ethics for Nurses in the Philippines (PNA Code for
Nurses)
c. Nurses are accountable for their own nursing practice. They are
responsible for their personal and professional growth and development.
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f. Improper charting.
12. Res Ipsa Loquitur. Res Ipsa Loquitur means "the thing speaks for
itself'. Three conditions are required to establish negligence under this
doctrine:
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c. The injured party did not contribute in any way to his injury ex.,
burns resulting from hot water bags, fractures, injuries sustained by the
elderly, confused, unconscious or sedated clients.
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h. Medicine cards with cut at the center are used for injectable
medicines, while slanted cut are used for treatments. Medicine cards without
any cut arc used for oral medications.
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o. After administering the first dose, sign your full name and
initials-in the appropriate space.
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Table 8-1
COLORED INDEX FOR DRUG ADMINISTRATION
Color (Legend) Frequency
White OD once a day
Yellow BID Twice a day
Pink TID Three times a day
Green QID Four Times a day
Blue q Every 2-3-4-6-8-12
hrs
Red PRN when necessary
Orange H.S at bed time
Table 8-2
STANDARD TIME FOR DRUG ADMINISTRATION
FREQUENCY TIME
OD - 0800H
BID - 0800H – 2000H
TID - 0800H – 1300H – 1800H
QID - 0800H – 1200H – 1600H – 2000H
AC - 30 minutes before meals
PC - 1 hour after meals
HS - 2000H
q 2 hrs - 0800H – 1000H – 1200H – 14000H etc
q 3 hrs - 0900H – 12000H – 1500H – 1800H – 2100H etc
q 4 hrs - 0800H – 1200H – 1600H – 2000H – 2400H –
q 6 hrs 0400H
q 8 hrs - 0600H – 1200H – 1800H – 2400H
q 12 hrs - 0800H – 1600H – 2400H
- 0800H – 2000H
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Table 8-3
DIFFIRENT SHAPES OF MEDICINE CARDS
ORAL MEDICATION
TREATMENT
PARENTAL
Table 8-4
Format/ Guide in filling up medicine card
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21. The Nurse's Responsibility for the Client's Safety. Nurses are
responsible for providing safe care both physically and psychologically to all
clients under their care. Likewise, care givers within the clients' care unit
should promote an environment conducive to early recovery.
c. Privacy and Confidentiality. The client has the right within the
law, to personal and informational privacy, as manifested by the following
rights:
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e. Identity. The client has the right to know the identity and
professional status of individuals providing service to him and to know which
physician or other practitioner is primarily responsible for his care. This
includes the client's rights to know of the existence of any professional
relationship to any other health care or educational institutions involved in his
care. Participation by clients in clinical training programs or in the gathering of
data for research purposes should be voluntary.
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h. Consent.
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CHAPTER 9
ADMINISTRATIVE TOOLS
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all nursing units, serving as a guide and support for proposing additional
positions in the Nursing Service. It contains the actual number of nursing staff
on sick leave, on-the-job training and on study leave and others.
d. Daily Time Record or Bundy. Card This indicate the time each
personnel reported to and from duty.
2) Errors in medication
3) Omission of treatment
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a. Time slip
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2) Number of admissions/discharges/evacuations/trans-in,
Trans-out, SIL and deaths.
b. Cover sheet
c. Admission notes
d. Problem List
e. Referral/Consultation sheet
f. Laboratory results
h. Medication sheet
i. TPR sheet
1) Consent
2) Pre-op checklist
3) Anesthesia record
4) OR Technique
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b. To provide the health team with a guide for future care in the
rehabilitation of a particularly.
DC - discontinued
Shifted to IV or p.o
Out of stock; "changed
Dose increased and decreased Frequency changed
Hold
"Dose completed" which shall appear after specific number of doses. Encircle
time when medicines or treatments are not given with appropriate remarks
indicated in nurses' notes.
11. TPR Sheet. A form where clients' temperature, pulse rate and
respiratory rate, blood pressure taken on certain hours during the whole
twenty four (24) hours are recorded and illustrated in the graph. It also
contains data such as number of voiding and bowel movement and the
patient's weight. (Annex D 1)
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12. Intake and Output Sheet. A form wherein intake and output are
accurately recorded every shift or as ordered (Annex D2) It shall include the
following:
13. Doctor's Order Sheet. This sheet contains the written, copied, verbal
or telephone orders of the attending physician in charge of the medical case
of a particular client. Nursing care is planned according to these orders.
(Annex D3)
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d. Bracket the written orders as the nurse checks the orders and
the nurse signs her name as the one who carried out the orders, the date and
time the orders were carried out.
g. All medicine cards and treatment cards that were carried out
and when discontinued must be immediately discarded.
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D - Diet prescribed for the client (foods allowed and not allowed)
S - Spiritual
The head nurse or charge nurse goes over the charting of all clients
before the shift ends in order to supplement whatever is lacking or to make
corrections.
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f. Remarks/ comments
If the nurse received the fluid at 300 cc levels at the beginning of the
shift and the 300 cc was consumed before the end of the shift and another
500 cc per bottle is followed up, indicate as such to include how much fluid
was consumed prior to the end of the shift.
16. Standing Order Sheet. (Annex D6) The form includes the following
17. Nursing Problem List Form. (Annex D7) It includes the following
b. Date identified - the date the problem was identified by the nurse
18. Vital Signs Monitoring Sheet. Forms used for critically ill/post-op
clients where vital signs need to be monitored regularly are recorded. (Annex
D8). It should include:
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care plans. Each plan is recorded on an oversized index card or large folded
sheet of paper. The form of the written care plan may vary from institution to
institution, but it should be an l1seful tool for communicating care plans of
clients among health care workers. Most Kardex will include space of nursing
diagnoses, goals, nursing orders and evaluation in an abbreviated form.
(Annex D9)
The written care plan should be used to communicate goals that cover
several shifts or more and require the coordinated efforts of several nurses
over a period of time.
h. Short term goals that can not be met within an 8- hour shift
should be written in order that other nurses can continue the plan of care.
i. Long term goals being met by a series of short term goals have
both the long term goals and the progressive short term goals on the Kardex.
The accompanying actions for short term goals are included;
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supervisors and other members of the team of what happened to the client
during the previous shift or during the time they were off or absent.
21. Charting. All client record systems provide a section for writing
descriptive nursing progress notes about the client's status and progress.
There are several methods of writing nursing progress notes however, the
most common methods are (1) chronological/traditional narrative, (2) SOAP
format, (3) Focus charting, and (4) charting by exception. The PA Nursing
Service has adopted the Traditional narrative charting as the method used in
documenting the client's status and progress.
A charting format called AIR may help the nurses to organize and
simplify their narrative charting. AIR is an acronym for:
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ANNEX A
PERSONAL STAFF
OCG
AIG ACESPA ACPA
OVC
AIDE ASM
OCS
SAGS AOC
COORDINATING STAFF
G1 G2 G3 G4 G5 G6 G7 G8 G10 G11
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ACN
DEP ACN
SFR FSRR
MED INF MED INF
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ACN
Dep, ACN
NCOIC/C, CLERK
ENCODER/TYPIST
INST’L WORKER
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PA HOSPITAL
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NURSING SERVICE OF A
GENERAL/ TERTIARY HOSPITAL
NURSING SVCS
NSG EDUC & NURSING CARE NSG RESEARCH & NSG ADMIN
TRNG BR BR QTY ASSURANCE BR
FAMILY OPERATING
SURGICAL WD
PLANNING RM
CLINIC
MED WD DELIVERY
WELL/SICK RM
OB-GYNE WD BABY
CLINIC CSR
PEDIA WD CONSULTN
LINEN RM
TREATMENT
RM
LAUNDRY RM
EMERGENCY
RM
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NURSING SERVICE OF A
STATION/ SERCONDARY HOSPITAL
NURSING SVCS
NSG EDUC & NURSING CARE NSG RESEARCH & NSG ADMIN
TRNG BR BR QTY ASSURANCE BR
FAMILY OPERATING
SURGICAL WD
PLANNING RM
CLINIC
MED WD DELIVERY
WELL/SICK RM
OB-GYNE WD BABY
CLINIC CSR
PEDIA WD CONSULTN
LINEN RM
TREATMENT
RM
LAUNDRY RM
EMERGENCY
RM
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NURSING SERVICE OF
A MEDICAL INFIRMARY
MOBILE
FIXED OR
STATION
CONSULTATION/
TREATMENT
OBSERVATION
RM
MEDICAL
MILITARY
SURGICAL DEPENDENTS
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ANNEX B
UNIFORMS
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ANNEX C
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ANNEX D
PA NURSING SERVICE
MEDICATION SHEET
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PA NURSING SERVICE
TPR SHEET
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PA NURSING SERVICE
FLUID INTAKE OUTPUT SHEET
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PA NURSING SERVICE
NURSES’ PROGRESS NOTES
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PA NURSING SERVICE
INTRAVENOUS FLUID SHEET
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PA NURSING SERVICE
STANDING ORDER SHEET
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PA NURSING SERVICE
NURSING PROBLEM LIST
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PA NURSING SERVICE
VITAL SIGN MONITORING SHEET
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PA NURSING SERVICE
NURSING CARE PLAN (I)
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PA NURSING SERVICE
NURSING SYSTEM REVIEW CHART
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PA NURSING SERVICE
NURSING ADMISSION HISTORT AND ASSESMENT
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D-26 RESTRICTED
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PART II
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ANNEX E
PA NURSING SERVICE
NURSES’ PROGRESS NOTES
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ANNEX F
3. OBJECTIVES:
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that all officers under them will be able to read and understand the contents of
this Circular. All Commanders
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7. WHEN RENDERED:
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8. FORM ACCOMPLISHMENT:
a. Preparation
c. Forwarding
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f. Item 6 - Enter the period covered by the report, i.e. from the date
the rated officer is on duty with the unit if this is the first Evaluation Report to
be rendered for him in that unit, or the date following the last day covered by
the last Evaluation Report if he has previously been rated in the same unit, to
the end of the period the report is accomplished. Indicate also the number of
days the rated officer performed the duties covered by the report.
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for the period of the report, status of the duty position as to whether it is
primary or additional (given in addition to his primary or main duty
responsibility), period rendered in such duty, and the authorized T/O grade for
the duty position.
k. Items 11 & 12 - Mark the appropriate space provided for with the
corresponding rating as indicated in item 10. Use the Unknown (0) only if the
nature of contact makes it impracticable to make an estimate of his probable
performance in a particular duty. Making Unknown (0) does not prejudice the
rated officer.
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FINAL RATING
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ANNEX G
Paragraph
General -------- 1
References -------- 2
Purpose -------- 3
Definition of Terms -------- 4
AFP Occupational Specialty Standards for Nurse Corps -------- 5
Maintenance of Qualification Files -------- 6
Nurse Co0rps Career Pattern -------- 7
Career Management -------- 8
Exemption Clause -------- 9
Rescission -------- 10
Effectivity -------- 11
1. GENERAL:
2. REFERENCES:
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3. PURPOSE:
4. DEFINITION OF TERMS:
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are available at the Office of The Chief Nurse, AFP to ensure that the
prescribed career patterns are followed.
e. Proficiency – Level of competence in the occupational nursing
specialty based on educational preparation, work experience, satisfactory
performance in the profession, and scientific contribution for the improvement
of the Nursing Specialty through research. There are four (4) levels: beginner
(Delta), competent (Charlie), proficient (Bravo), and expert (Alpha). These
proficiency designations are spelled out after the three digit AFPOS separated
by the symbol dash. This does not apply to the Flight Nurse and
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(7) Orthopedic Nurse 32G
(8) Anesthesist 32H
(9) Obstetrical Nurse 32I
(10) Renal Nurse 32J
(11) Neurosurgical Nurse 32K
(12) General Duty Nurse 32L
(13) Critical Care Nurse 32M
(14) Cardiac Catheterization Nurse 32N
(15) Nuclear Nurse 320
(16) Community Health Nurse 32P
(17) Nurse Educator 32Q
(18) Trauma Nurse 32R
(19) Oncology Nurse 32S
b. AFPOS 32B Flight Nurse and 32L General Duty Nurse are
exempted from proficiency designations stated herein. General Duty Nurse is
an entry classification for a newly called to active duty (CAD) Nurse Corps
officer who has no training in other nursing specialties indicated in para 5a.
On the other hand, Flight Nurse shall follow the standard three level
designations, with requirements as indicated:
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(b) Nurse Educator (32Q-Charlie)-Ten (10) years
minimum active military service, satisfactory performance for two (2) years as
Nurse Educator/ Trainer, completion of the Career Advance Course and
eighteen (18) units of Master in Nursing/ Education course from
college/university duly recognized by the government of the Republic of the
Philippines.
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7. CAREER PATTERN:
b. Training Courses:
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(1) All newly Called to Active Duty officers shall attend the
Technical Services Officers Basic Course preferably within the first year of
tour of active duty.
e. Requirements:
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g. Responsibilities:
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8. CAREER MANAGEMENT:
a. Requirements:
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NC CAREER MANAGEMENT
The Chief Nurse, AFP under the authority of the Chief of Staff, AFP
and the technical supervision of Deputy Chief of Staff for Operations, J3,
monitors, supervises and coordinates the career development of NC
Officers. Major Services/ AFPWSSUs Chief Nurses are responsible for the
continuous review of AFPOS of military nurses under their supervision.
Nurse Corps officers concerned are equally responsible in assuring that
their assignments and training follow the prescribed career pattern.
1. Military Education
1) Course Location:
2) Duration: 14 wks
3) Prerequisites:
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1) Course Location:
2) Duration: 14 weeks
3) Prerequisites:
1) Course Location:
2) Duration: 10 months
3) Prerequisites:
Services:
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1) Prerequisites:
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(2) Location: Nursing Service Training Hall, V Luna General
Hospital and AFP Medical Service School, AFP Medical Center, V Luna
Road, Quezon City
(4) Prerequisites:
(1) Prerequisites:
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(a) Prerequisites:
(a) Prerequisites:
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• Must be recommended by respective Chief
Nurses of the different Major Services and AFPWSSUs.
(a) Prerequisites:
(c) Prerequisites:
(1) Prerequisites:
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ANNEX H
POLICIES GOVERNING MARRIAGE, PREGNANCY AND MATERNITY
LEAVE OF FEMALE MEMBERS OF THE ACTIVE FORCE OF THE AFP
Marriage
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2. Any married female member of the AFP who has suffered
miscarriage or abortion, shall be made to apply for maternity leave which is
effective one (1) month prior to the expected date of delivery or confinement
or on the date of occurrence and/or confinement or hospitalization.
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ANNEX I
GENERAL HEADQUARTERS
ARMED FORCES OF THE PHILIPPINES
Camp General Emilio Aguinado Quezon City
14 January 2005
(Date)
Circular Nr 01
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that the pleats are replaced by 3 rows of ruffles with gold trimming at the
edge. The buttons at the center are rounded black buttons. Approximately 0.6
cm of the cuffs protrudes from the sleeves of the jacket when the hand hangs
naturally on the side. The shirt is tucked-in to the skirts.
(10) Accoutrements:
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1.27 cm from the heel of the thumb. The coat is fully lined, with white sleeve
braid, 1.27 cm wide for company grade officers and 1.9 cm wide for field
grade officers. The length of the coat is proportionate to the height.
(9) Accoutrements
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formal day and evening attire for alt NC office uniform for all Technical Service
officers. It is worn during semiformal day and night military functions and
receptions. It is also worn during the AFP and major service anniversaries and
fn other traditional military ceremonies which honor or have as principal
guests a$ the President and Vice President or Heads of States, of
government of other countries. It is a three-piece ensemble consisting of a
dark-gray single-breasted coat, dark-gray pants pencil cut knee-length skirt
and an inner off-white long sleeves shirt blouse. A black crescent neckband
for is attached under the front collar female of the inner blouse for females
and black tie for the males.
(2) Trousers and skirt - The trousers, and skirt for .the
Technical .Service Blouse are of matching shades and material with the coat.
The design and cut of the trousers and shirt are same as prescribed for the
Dress White. There is however, a .30 cm black stripping of black shade along
the outer seams of the trousers and the skirt of the Technical Service Uniform.
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(7) Accoutrements:
(2) Accoutrements:
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polyester and 45% cotton material and off-white shade. The shirt is of
commercial type with standing turndown collar secured in front by six 1.27 cm
round transparent 2 holed plastic buttons. It has shoulder straps and two
breast pockets with flaps secured by matching plastic buttons. It is tucked-in
to the pants when worn.
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pockets. The trouser has belt loops. When worn, the lowest part of the trunks
must be secured with a garter on top of the upper edge of the combat boots.
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4. Athletic Uniform
3) Description:
5. Uniform Items
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Cap for female military personnel. It is made of black felt material and
rounded crown with rolled sides forming a front brim. The black felt cap of field
grade officers (Major to Colonel), the visor is adorned with gold shaded laurel
bullion.
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CONCLUDING PROVISIONS
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RECORD OF CHANGES
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(Originating Agency)
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(Date)
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(Long Title) page
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Article Para. No. Line Sentence
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Figure No.
Comment:
Recommendation:
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(Signature of CO)
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