Recommendations for Human Resource Development ...

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Recommendations for

Human Resource Development

Department of Health and Family Welfare

Madhya Pradesh

April 2019

Suggested by

State Health Resource Centre [Social Sector Development]

Atal Bihari Vajpayee Institute of Good Governance and

Policy Analysis

Bhopal

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About this document

The State Health Resource Centre at Atal Bihar Vajpayee Institute of Good Governance and

Policy Analysis is a technical support unit for the Department of Health and Family Welfare,

Government of Madhya Pradesh. Based on their request to undertake a project and develop

recommendations for Human Resources for Health. This document is an outcome of a series

of consultation workshops carried out with health officials. Similarly, it will also fill the infor-

mation gap on Human Resource development for the Department of Health and Family Wel-

fare Madhya Pradesh. Further, it will provide insights to develop the Policy for Human Re-

source for Health. It is part of a series of SHRC Reports for strengthening the Public Health

System of Madhya Pradesh.

This document contains three sections:

1. Recommendations for Human Resource Development

2. Situation analysis of Human Resource

3. Job Description of selected health staff

Study Team

Mr. Madan Mohan Upadhyay, Principal Advisor

Ms. Preeti Upadhyay, Advisor

Dr B. S. Ohri Consultant

Ms. Nikita Khanna Research Associate

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Recommendations for

Human Resource Development

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Contents

1. Introduction..................................................................................................................... 5

2. Human Resource Unit .................................................................................................... 7

3. Recruitment .................................................................................................................... 9

4. Posting ........................................................................................................................... 12

5. Transfer ......................................................................................................................... 14

6. Promotion ...................................................................................................................... 16

7. Training and Capacity Building.................................................................................... 19

8. Performance Appraisal ................................................................................................. 22

9. Allowance and Incentives ............................................................................................ 25

10. Grievance Redressal System ..................................................................................... 27

11. Code of Conduct ......................................................................................................... 29

12. Termination of Services ............................................................................................. 31

References ......................................................................................................................... 32

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1. Introduction

Madhya Pradesh is one of the Empowered Action Group (EAG) states of the Republic of

India. The state is marked with a complex social structure, a predominantly agrarian

economy, a difficult and inaccessible terrain, and scattered settlements over vast area

that together pose several formidable problems to the health service delivery system.

The government of Madhya Pradesh is committed to provide health care services to its

people ensuring better health care facilities reaching out all sectors of the society lead-

ing to an inclusive development. By providing this basic right, the government wants to

ensure that development reaches areas where historical regional disparity persist ensur-

ing universal health coverage takes place through the vantage point of least advanta-

geous in the society. This could become a reality through institutional effectiveness;

thus, it is imperative to have a policy that is accommodative to create conducive working

environment where employees can exploit their best in conformance to the objective of

the institution.

The Department of Health and Family Welfare Government of Madhya Pradesh adopts

the recommendations for human resource development to ensure that the public health

system is equipped with skilled human resources for its effective functioning. The goal

of human resource recommendations is to ensure that all the health care staff get ade-

quate opportunities to utilize their capacities, transparent transfer, promotion and con-

tinuous learning environment for effective functioning. This recommendation document

also envisages as its goal to ensure well-equipped public health work force through a

preventive and health care orientation. The document will help in creating healthy, sup-

portive learning work places to enhance learning conditions and maintain experienced,

dedicated skilled work force to provide high quality, safe, timely care to the community.

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Objective:

1. To provide equal/appropriate opportunity to all health staff across public health fa-

cilities through transparent assured career progression.

2. To provide encouraging/enabling environment to the health staff.

3. Building committed and motivated health staff in the area of public health by ca-

pacity building and training.

4. To ensure leadership and managerial skills for better health care management.

5. To advocate for an outcome base performance of all the health staff.

The recommendations for human resource development are designed to acquaint em-

ployees for getting information about the organization, rules and practices, working

conditions and benefits affecting the employment.

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2. Human Resource Unit

State shall form a HR unit at directorate of health services for managing the HR related

matters. A director with other officials and staff, HR managers and IT staff should be

available in the HR unit. This HR unit will be responsible for HR planning, recruitment,

posting, transfer, promotion, training, grievance redressal and overall HR management.

The HR unit will not only help in maintaining the HR records but also support in system-

atic capacity building of health staff to meet the desired goals. The HR unit will work in

coordination with state, division and district level health administration.

2.1 Responsibilities of HR unit

2.1.1 Annual Human Resource planning and posting of requisite staff across various

cadre and update status of staff positions and their vacancies regularly.

2.1.2 Review of job responsibilities and task shifting/sharing to appropriate cadres (e.g.

administrative tasks shifted to health systems managers, specific clinical func-

tions of doctors and nurses).

2.1.3 Assist training unit for capacity building and further linking it with performance

appraisal on an annual basis.

2.1.4 Maintenance and regular update of Human Resource Information System in co-

ordination with districts.

2.1.5 Review of organization structure at state/regional/district/block level and updat-

ing roles and responsibilities of various key functionaries.

2.1.6 Undertake cadre review of paramedical staff’s promotion and transfer.

2.1.7 Monitoring of state and district grievance redressal committee.

2.1.8 Implementation and monitoring of transfer and promotion guidelines.

2.1.9 Prioritize medical cadre make their services attractive to check attrition and out

flow. Allowances such as emergency duty allowance, telephone, vehicle allow-

ance, PM allowance and LTC etc may be provided every month.

2.2 Cadre review and restructuring

State should review the National Health Mission staff and align it with appropriate ca-

dres. A substantial number of health staff is working on contractual basis, their services

need to be regularized to make optimum use of their skills.

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2.2.1 The State should undertake the review of all cadres including medical and non-

medical and restructure the same to align the cadre strength as per the IPHS

norms. Creation of sub-cadres such as for clinical and public health specialists

will be a specific target of such review and restructuring exercise.

2.2.2 State should review the National Health Mission staff and align them with the

appropriate regular cadre.

2.2.3 The State should re-organize its medical manpower and create a separate cadre

for public health managers having public health management qualifications. Ad-

ditional positions like district legal officer, district training officer, biomedical en-

gineer to maintain equipment, civil maintenance engineer should be created.

The cadre structure in Tamil Nadu can be used as a reference point in this re-

gard.

2.3 Human Resource Information System

An efficient and effective HR Management Information System (HRMIS) is critical for the

upkeep of health resources, data for policy planning, setting of targets and policy im-

plementation.

2.3.1 The State should develop an online HR Information System for effective HR man-

agement. This system will enable the digital transformation of HR status of all

employees in the state.

2.3.2 The State should ensure that the staff at district management office should be

well trained which would enable functioning of HRIS at district level.

2.3.3 The Human Resource Information System should also link with the financial data

set to update the employee status. The administrative control of HR Information

System should be with HR Unit whereas district user ID and block user ID have

only district and block access.

2.3.4 Human Resource Information System would enable following information:

a. Status of posts and vacancies

b. Employees profile

c. Online transfer request

d. Complain/Grievance redressal

e. CR and performance report

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3. Recruitment

The transparency in recruitment procedure creates trust between the government and

its employees. It enables the government to recruit trained public health professionals to

provide quality health care services in the state. A well-placed recruitment system en-

sures timely filling of the vacant positions within a stipulated time period.

The need for a recruitment rules was observed so that the recruitment process could be

streamlined to ensure vacancies are timely filled. Recruitment procedures should facili-

tate speedy and transparent recruitment and should not in any way adversely affect the

delivery of health care services.

It is recommended that the recruitment committee should be adequately resourced so

as to ensure no delays in recruitment. The reporting system from the district should

provide information on vacancies to be filled in so that process for recruitment can be

initiated within a month of receiving intimation.

The State already has service rules for recruiting various cadres classified as:

1. Gazetted – This includes two cadres Medical and Non-Medical. (These cadres are

governed by MP Public Health and Family Welfare GAZZETTED SERVICE RECRUIT-

MENT RULES 2007 PUBLISHED IN MP GAZZETTE 27 MARCH 2008)

2. MINISTERIAL- MP Public Health and Family Welfare Department Class III MINISTE-

RIAL SERVICE Recruitment rules1989 revised on 31 January 2017.

3. Non-Ministerial - MP Public Health and Family Welfare Department (Non ministerial

class III SERVICES RECRUITMENT RULES 1989 revised rules 27 March 2008.

4. NURSING - MP Public Health and Family Welfare Department Class III NURSING

SERVICES RECRUITMENT RULES 1989, revised on 26 July 2011 further revised on

23 October 2015.

5. Miscellaneous - MP Public Health and Family Welfare Department NON-MINISTERIAL

CADRE CONTRACTUAL SERVICES RULES 2002. The contractual positions include Ra-

diographer, Lab technician, Ophthalmic assistant, Pharmacist grade II, Dresser

Grade II, Physiotherapy Technician

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3.1 The Existing Recruitment procedure

Recruitment could be done either by direct recruitment on the basis of merit from the

qualified personnel or by promotion. Recruitment process can be done only by compe-

tent authority who has the power of appointment. The candidates to be recruited must

fulfil the eligibility criterion (1) Age (2) Educational qualification (3) Experience. Cadre

wise recruitment procedure:

1. Gazetted- As per vacancies in medical and non-medical Gazetted cadres against the

sanctioned post recruitment is done through public service commission. It is advisa-

ble for class II medical services to fill the vacancies on ad-hoc/ contractual posts by

campus interview also.

2. Ministerial, Non-Ministerial, and Nursing -The recruitment is done through profes-

sional examination board. The advertisement is given by P.E.B. for filling the vacan-

cies against the sanction post. Only written examination is conducted and candidates

are selected as per their merit for filling their vacancies. The P.E.B. after conducting

their examination submits the merit list of successful candidates. The department se-

lects the candidate from the merit list as per the categories such as Gen-

eral/SC/ST/OBC.

3. Miscellaneous– Contractual- These posts could be filled at state or district level after

due advertisement process on merit basis against the vacancies.

3.2 Establishment of State Medical/Health Recruitment Board

The State needs to undertake regular manpower planning to meet the human resource

gap across public health facilities. The Madhya Pradesh Public Service Commission

should recruit cadre wise HR requirements of the state.

In case, Madhya Pradesh Public Service Commission do not fill the vacant position on

regular basis then State should form the ‘State Medical/Health Recruitment Board’. The

Recruitment Board should work as nodal agency to meet the recruitment needs of the

department. The purpose of the board will be to recruit all the cadre positions including

Medical, Ministerial, Non-ministerial, Nursing, and Miscellaneous positions through an

online platform. One of the main aims of the Recruitment Board is to fill all required

posts in a time bound manner to ensure quality health care services to the public. The

members of State Medical/Health Recruitment Board may be as follows:

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i. Health commissioner (Chairman)

ii. Director, Medical Services (Member)

iii. Director, Family welfare (Member)

iv. Director, Public Health (Member)

v. Additional Director administration (Member Secretary)

vi. Director, SIHMC(Member)

vii. Deputy directors (Gazetted/Non-Gazetted)

viii. Consultant HR

3.3 Function of State Recruitment Board

3.3.1 The State Medical Recruitment Board would do recruitment through a fair proce-

dure by way of open advertisement in the newspapers, receiving the application

on-line and selecting candidates either by conducting competitive examination

(online/ offline) or by interview. The Board would also conduct Special Qualifying

Examination.

3.4 Recruitment guidelines

3.4.1 The cadre wise recruitment should be planned on a regular/yearly basis. Every

year cadre review of health staff position should be done to identify the vacan-

cies.

3.4.2 The age, educational qualification and work experience should be the key qualifi-

cation criteria for any recruitment.

3.4.3 The recruitment process should be done at the state and district level within a

prescribed time line.

3.4.4 If there is dire need of Class II medical services the vacancies may be filled on

ad-hoc basis/contractual basis even campus interview also may be conducted.

3.4.5 The Ministerial, Non-Ministerial and Nursing recruitment should be done through

a professional examination board.

3.4.6 The wait list also to be maintained for filling the vacancies.

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4. Posting

There is need to review the MP PH&FW (Gazetted) Service Recruitment Rules, 2007.

Following revision needs may be made:

4.1 Provision of provisional registration should be done at the time of direct posting

at PHC for MO (MBBS). The final registration certificate will be provided after

successful completion of 3 years rural service.

4.2 Recruitment of all class-II posts – Medical Officers (general) and Medical Officers

(dental) would continue to be done at the State level. However, after selection of

the Medical Officers will be ‘allotted’ to the district of their choice through a coun-

selling system.

4.3 The post of dental surgeon (class-II) may be re-designated as Medical Officer

(Dental).

4.4 Re-organize the class-I (Medical) posts into the following sub-cadres:

Junior Specialist [entry level] – Specialist– Sr. Medical Specialist.

OR

Junior specialist (PGMO) direct posting at CHC/DH or as per vacancy.

Medical officer PGMO after 3 year of service may be considered for Jr. Spe-

cialist as per vacancy.

4.5 After the final selection, all the candidates will undergo counselling for posting. If

candidate is not present for the first counselling then second counselling will be

organized for the same. In case the candidate is not present for the second

counselling his/her candidature would be cancelled and he would be denied the

right to posting.

Categorization of Health Facilities with compulsory tenure of service 4.6 Category A: Posting will be based on vacancies in all public health facilities com-

ing under the area of 7 Municipal Corporation in main cities of the state namely

Indore, Bhopal, Jabalpur, Gwalior, Rewa, Sagar and Ujjain.

4.7 Category B: Compulsory fulfilment of service would be 7 years in all public health

facilities within 25 km range of Municipal Corporation area of Indore, Bhopal,

Jabalpur, Gwalior, Rewa, Sagar and Ujjain.

4.8 Category C: Compulsory fulfilment of service would be 5 years in all public health

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facilities within the 50 km range of Municipal Corporation of Indore, Bhopal, Jab-

alpur, Gwalior, Rewa and Sagar and Ujjain which are located at National high-

way, state highway and major district roads. Also, Health Facilities within Nagar

Palika and within 10 km vicinity.

4.9 Category D: Compulsory fulfilment of service would be 3 years in all tribal/rural

blocks other than category A, B, and C.

4.10 Special category: Urban PHC and Civil Dispensaries maybe prioritized for widows,

divorcee, and handicaps on request.

4.11 PGMO to be posted in category A or CEmONC facility.

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5. Transfer

There was a strong felt need for the provisions of transfers for all the staff for instance

the staff nurses, who get relocated to other districts after getting married, have to leave

their job because of absence of transfer mechanisms. Staff Nurses under such special

cases have been allowed to get transfers through a long cumbersome process wherein

she has to get relieving from her present posting place and get new appointment at the

place of their choice for posting. In absence of transfer policy in the state, sometimes

when vacancies arise at the preferred places, senior contractual staffs working in remote

and rural areas don’t get the opportunity to get posting at such places on account of ab-

sence of transfers policy for contractual staff. Such vacancies get filled by the freshly

recruited staff, and raises dissatisfaction among senior staff especially when such post-

ings are highly sought after by them. Similar discontent seen in other cadres indicates

that a transparent transfer policy would enable the staff to work in an environment,

which enables them to enhance the organizational capital. The current Service Transfer

Rules 2015-16 shall be applicable for all the cadres. The main guidelines of the service

rules are:

5.1 There should be a specific period/quarter wherein transfer exercise would be per-

formed at state and district level simultaneously. Only court orders and serious

complaints would be considered for the immediate effect.

5.2 Department are free to make their own transfer policy only with the consent of

the Public Administration department.

5.3 All district cadre positions will be transferred through district collector after ap-

proval of minister.

5.4 The staff posted in government hospitals will be transferred rationalized for the

post. (yukti yuk)

It is suggested that State should adopt a transparent transfer policy that mandates all

transfer and postings. Adoption of counselling-based postings can serve as a strong mo-

tivational tool for the employees as it sets in place a transparent and predictable system

for managing transfer.

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5.5 Transfer of all heath staff will be managed by Human Resource Unit through

Human Resource Management Information System. The web-based HRMIS

would enable transparent transfers system in the state.

5.6 For transfers of class I officers shall be done on the proposal of HOD by principal

secretary/secretary after the approval of departmental minister.

5.7 Medical Officer (MBBS) should be appointed in PHC for initial 3 years thereafter

eligible for transfer. During this period, the medical council will provide the provi-

sional certificate to Medical Officers. After successfully completion of 3 years of

service period they are eligible for permanent registration by the medical council.

5.8 Post Graduate Medical Officer should be appointed in Cemon DH/CH for initial 3

years and eligible for transfer to Civil Hospital/District Hospital.

5.9 Class II and class III officers would be recommended by the head of office with

the approval of minister for inter district transfers. Intra district transfers could be

done by CMHO with the approval of the competent authority.

5.10 Staff posted under purchase/store/establishment with given other charges or

should be transferred every 3 years from another health facility.

5.11 Inter-district transfer should be done on categorized geographical areas as

scale of difficulty ‘normal’, ‘difficult’ and ‘very difficult’ and year of services

weightage based. Fixed tenure especially in the ‘very difficult’ areas and in such

places provision of residential accommodation must be ensured.

5.12 Monetary compensation and incentives for ‘difficult’ and ‘very difficult’ area in

terms of special allowance, child education allowance and transport allowance

should be made for all health staff.

5.13 Career progression for doctors through reservation of Post-Graduate seats in

medical colleges. Provision of bridge courses, study leave, time bound promo-

tions based on performance should be in place.

5.14 Senior employee nearing superannuation should get preference in selecting their

next posting.

5.15 Women, widows or war aggrieved wives, specially challenged employees, ter-

minally ill cases, handicaps, mentally challenged relatives could also be given

preference.

5.16 All the employees have right to appeal against their transfer orders.

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6. Promotion

The current Service Recruitment Rules 2007 shall be applicable for all the cadres with

main guidelines of the rules are:

6.1 For promotion the provisions of the MP Public services rules (2016) would be fol-

lowed.

6.2 In promotions, weightage to reserved category would be given as per rules. Cer-

tification by the appointing authority would be necessary that he has complied

with the provisions of MP Lok Seva Adhiniyam 1994 regarding reservation.

6.3 The DPC meeting for promotion should be conducted annually.

6.4 Eligibility for promotions should be as per provisions of sub rule 2 on 1st day of

January among the feeder cadre.

6.5 The departmental promotion committee in coordination with Human Resource

Unit shall prepare a list of such persons who satisfy the conditions prescribed in

rule 15 and found suitable for promotion. The names of suitable persons included

in select list shall be arranged in order of seniority in service. The promotion from

this list would be made on the basis of merit cum seniority/ seniority cum merit

as applicable to cadres.

6.6 The select list shall be reviewed and revised every year by HR unit. Consulta-

tion/approval with the Health commissioner would be essential for the Gazetted

posts.

6.7 For promotions of ministerial post training would be essential.

6.8 There had been delay in provision of Time Scale due to non-availability of up to

date CR, it is suggested that only undertaking of controlling officer that no disci-

plinary action is pending against the officer to be considered. The Controlling Of-

ficer (CMHO/Civil Surgeon) should initiate time scale revision of Class II and III

with an Undertaking that no disciplinary action against the employee is pending.

For Class I officer, the same undertaking will be provided by Regional Director in

place of CR to avoid unnecessary delay.

6.9 For time scale revision of Class II and Class III the undertaking will be provided

by controlling officer (CMHO).

6.10 The time scale revision will not have percentage restriction for all the eligible

staff will get a time scale revision in an appropriate timebound manner.

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As per MP PH&FW (Gazetted) Service Recruitment Rules, 2007 following revisions need

to be made and creation of new post accordingly.

6.11 In case MO (MBBS)does not go for a PG course and remains in the district cadre.

The promotion should move upwards in the allotted district in the following man-

ner:

Medical officer [MO entry level/first posting]– BMO/DHO [First promotion after

6 years of service] – CMHO [Second promotion after 12 years of service] –

Joint Director [Third promotion after 18 years of service]

Jr. Specialist [PG MO entry level/first posting]– Specialist [first promotion af-

ter 6 years of service]– Sr. Specialist [Second promotion after 12 years of

service]

6.12 State should follow class III promotion guidelines as mentioned below:

X-Ray Technician [entry level/first posting] –Radiographer [First promotion

after 10 years of service] - Technologist [Second promotion after 20 years

of service]

Lab technician [entry level/first posting]- Sr. Lab technician [First promotion

after 10 years of service] –Technologist/Bio Chemist [Second promotion af-

ter 20 years of service]

Pharmacist [entry level/first posting]- Pharmacist Grade II [First promotion

after 10 years of service] - Pharmacist Grade I [Second promotion after 20

years of service]

Staff nurse [entry level/first posting]– Sister In-charge [First promotion after

10 years of service] - Matron [Second promotion after 20 years of service]

LDC [entry level/first posting]- UDC/Stewart [First promotion after 10 years

of service] – Head Clerk [Second promotion after 20 years of service]

Accountant [entry level/first posting]–Sr. Accountant [First promotion after

10 years of service]–Jr. Auditor [Second promotion after 20 years of ser-

vice]

MPW [entry level/first posting at SHC level] - MPW Supervisor [First promo-

tion after 10 years of service at PHC]- BEE/Media/Community mobiliser

[Second promotion after 20 years of service at Block level]

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ANM [entry level/first posting at SHC level] - LHV [First promotion after 10

years of service at PHC]- BEE/ Community mobiliser [Second promotion af-

ter 20 years of service at Block level]

6.13 State should follow class IV promotion guidelines as mentioned below:

Aaya/ward boy [first posting]- Dresser/OT Assistant/lab Assistant and Dark

room Assistant [First promotion after 10 year of service and departmental

exam]- Assistant [Second promotion after 20 years of service and depart-

ment exam]

6.14 To enter the Public Health Sub-Cadre (of the State Cadre) and be appointed as a

Block Medical Officer, at this point, s/he ceases to be in the district cadre and

gets a fresh seniority/gradation number as per the date of posting as the BMO.

Further promotions will be as per the ACP for the PH Sub-Cadre.

6.15 The seniority from the Medical Officer date of joining will be criteria for promo-

tion of DHO/CMO/Specialist up to director.

6.16 The maximum validity of select list would be up to 18 months from the date of

preparation.

6.17 Cadre wise detail list is enclosed as annexure 1

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7. Training and Capacity Building

Training and Capacity Building is an important input for efficient performance of any

employee. It is a “planned process to modify attitude, knowledge, skill and behaviour of

an individual or group to achieve service output through learning experiences". Training

is essential to ensure organizational efficiency and effectiveness to achieve and main-

tained the appropriately skilled, experienced and motivate staff on regular basis. Train-

ing is considered as a tool to enhance performance and to instil the values of respon-

siveness and accountability, thereby raising the standard of public health services.

7.1 State shall form a Training Cell that will adopt and notify a Training Policy for the

regular employees. The training Cell will develop efficient and accountable human

resource that is responsive to the health needs of the community. The training

should address ethics, commitment to work a sense of duty towards work among

employees and ensure professional and personal integrity and commitment to

rule of law.

Training Guidelines

State shall adopt a Systematic Approach to Training and ensure the following:

7.2 The State should form a Training Cell at Directorate and headed by Director,

deputy director and support staff. This training cell will work in coordination with

State Training Institute, Regional Training and District Training Centre. The Hu-

man Resource Unit will monitor the activities of Training cell.

7.3 The review of existing training infrastructure and its performance is essential.

7.4 Provision of district training officer should be made. The officer will coordinate

with State for implementation of the training at District level.

7.5 The state level training cell should prepare annual training calendar in coordina-

tion with head of the departments. The state training cell in coordination with

district cell will implement training schedule and continuous improvement of ca-

pacity of the health staff.

7.6 Before preparing the annual training calendar, classification all posts across cadre

with a clear job description and identify training needs linking the training and

development of competencies of individuals to their career progression. Capacity

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building assessment will be done using formative research methodology once in

five years but will be updated every year. There are instances where different

cadres of employee in Government are given additional responsibilities of various

national programs or other responsibilities of administration due to resource con-

straints or changes in policies. Hence the Capacity building assessment study will

focus on the training needs based on expected roles and outputs more than des-

ignations and cadre.

7.7 To provide an enabling environment for the employee through adequate capacity

building and ensure that his interest remains in the service and maximum output

is achieved by him being an asset to the organization.

7.8 Detailed capacity building plan will be made for each district. The capacity build-

ing plan should be developed considering the new technology and upgrade skills

accordingly. District Training Officer will ensure the implementation of Training in

the district.

7.9 The capacity building plan should be in place and built on the principle of identi-

fying training needs based on the roles and outputs expected of a particular em-

ployee/institution, rather than only designations/cadres. (Usually defines a stand-

ard accepted role, but may not be the actual).

7.10 There should be mainly two types of trainings, first is mandatory and the other is

need base. Mandatory training would be provided at the time of appointment and

as per service need. Mandatory training would include Induction Course for new

recruits. Need base training should be provided at various stages of the career.

7.11 In mandatory or induction training, every employee recruited by the

board/department will go through induction training within the first one month of

the joining. All new recruits will receive a comprehensive orientation of Direc-

torate’s vision, mission, and core values, communication skills/behaviour and also

the expectations from the new recruits will be highlighted. A package for induc-

tion training should be prepared and standardized for different cadres. Induction

training for Gazetted employees will be done at state level and for Non-Gazetted

employees will be done at district level. The orientation program serves to build

an internal culture of cohesion, clarity and focus on various subjects like:

Organizational structure

National Health Programs and health indicators

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Office procedures and policies

Specific roles and responsibilities

Performance appraisal system will be introduced during induction

7.12 On the Job training will be the responsibility of the supervisor to recommend rel-

evant topic and coordinate district training officer for the team under him/her so

that a continuous learning environment is facilitated.

7.13 Refresher training would be done 2-3 times in the career of an employee or as

and when required.

7.14 For special training, selected employee will be sent to attend additional training

for enhancing their skill and capacities. Selection of such candidate will be based

on the past performance as well as the roles they perform within the department.

7.15 Exposure visits for good practices facilities within the state or outside the state

shall be organized for health employee to understand the health sector better.

After all such visits, the employees shall submit training reports.

7.16 Learning Sharing Workshop/Supportive supervision: In order to facilitate better

learning and sharing thematic workshops for sharing learning’s will be organized

at district and state level as per need. This will be an opportunity for employee

from different districts to come together and share experiences on specific

themes. Such workshop can have technical presentation from experts and dis-

cussions and sharing.

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8. Performance Appraisal

The annual performance appraisal system for health staff would create a sense of re-

sponsibility, rationalization at managerial level and improve job understanding and per-

formance.

8.1 State should ensure the annual appraisal of all the cadres should be done at dis-

trict level and managerial positions shall be done at Divisional and Directorate lev-

el.

8.2 The uniform performance appraisal form and final scores shall be used across ca-

dre and categorized into three categories (1) 65 percent and above (2) between 64

to 55 percent (3) below 55 percent. Employees score less than 55 percent will go

through mandatory refresher training.

8.3 The annual performance appraisal must be completed by 28thFebruary every year.

The formal mechanism for the performance appraisal process is an annual meeting

between the staff member and their supervisor to review past performance and

make joint plans which will enhance and support future performance.

8.4 The appraiser will be the corresponding supervisor or reporting officer. For district

levels, state level officials would do posts appraisal whereas for block level it would

be done by district level officials.

Responsibility of Appraiser

8.5 The appraiser will provide the forms to the appraisee, giving a minimum of two

weeks’ notice of the appraisal meeting. It is the appraiser’s responsibility to man-

age the process to ensure that it is a two-way and productive process and confi-

dentiality is maintained.

8.6 Appraisers should review the appraiser’s last appraisal, Personal Development Plan

and, where relevant, the career path.

8.7 Appraises should be briefed so that they can prepare accordingly, (e.g. by ensuring

their Personal Development Plan is up to date).

8.8 The appraiser and appraisee together review the training and development needs

of the appraisee and prepare a development Activity accordingly.

23 | P a g e

8.9 Outcome of the appraisal must be intimated to each of the appraisee individually

by the designated reporting officer. All records of appraisal formats should be

stored in hard copy signed by appraiser and appraisee at District office.

Responsibilities of Appraisee

8.10 Preparation for the meeting should include considering their own performance over

the review period; identifying the areas where they feel they have performed well;

and those areas where there may be development needs or where further support

is needed.

8.11 The appraisee should be prepared to discuss examples of what has been achieved

and provide evidence of performance and a CPD (Continuous Professional Devel-

opment) portfolio, where appropriate.

8.12 The appraisee should consider all elements of their role and attend the appraisal

prepared to discuss their workload, working arrangements, relationships with col-

leagues and patients, timekeeping and attendance, and any other factors relevant

to their role. They should also consider what feedback they would like to give their

reporting officer.

8.13 The appraisee should also be prepared to discuss objectives for the next year with

a view to agreeing an action plan for future performance and development, includ-

ing updating of their Personal Development Plan;

8.14 The appraisee has a responsibility to fully participate in the appraisal process and

to discuss past and future performance and development needs.

Recognition and Rewards

8.15 State should encourage if an individual employee or group has met or exceeded

expectations of their role, they are eligible for recognition and or rewards, both not

being mutually exclusive. Recognition includes the following:

A Formal letter of commendation from the District/State.

Ceremonies at a state level to facilitate best performance

Selection of advance capacity building or exposure visit

Managing Weak Performance

24 | P a g e

8.16 Every employee who has not met expectations can expect the following:

A formal warning and areas to improve

Orientation to improve the weak areas and necessary training for skill up gra-

dation.

Written formal warning, which may be placed in personal record and also be

used to write the CR.

Feed-back Mechanism of the Facility

8.17 The Public health facility should be equipped with feedback facility. The monitoring

and corrective measures will be done regularly by District Project Management

Unit.

25 | P a g e

9. Allowance and Incentives

Incentive

9.1 The State should introduce the financial and non-financial incentives to encour-

age heath staff to work in difficult and remote areas. The similar incentive pack-

age for nursing and paramedical staff will also be considered.

9.2 The State should revise Occupational Health Hazard allowance to Radiographer

and lab staff posted in Public health facilities. The allowance should be calculat-

ed as minimum 1percent of the basic pay and not an arbitrary amount. The re-

view of quarterly and annual health check-up and radiation report must be mon-

itored in a time bound manner.

9.3 The State should review the provision of private practices of the specialist and

should be aligned with various cadres.

9.4 At present there is reservations for MBBS doctors working in rural and tribal are-

as in PG courses but it is only for PG Diploma. Since MCI has converted PG di-

ploma in to MD and MS. State must give reservation for MD/MS in place of Di-

ploma and also to increase no od seats.

9.5 There should be 10% marks per year concession for three year i.e. 30% in

NEET PG exam marks for MBBS candidate for rural/remote/difficult area.

9.6 Maharashtra and Odisha states are providing reservations in PG and extra pay

for remote rural areas.

9.7 Odisha has started giving incentives for rural areas as extra pay since 2015.

State should award at least 50% to MBBS and 75% to PG as extra pay for doc-

tors working in remote/rural/tribal area to ensure doctors availability.

9.8 In order to make services attractive and reduce attrition of doctors following

monthly allowance should be ensure – emergence duty allowance, telephone al-

lowance, conveyance allowance, post mortem allowance, LTC and residence fa-

cility.

Working Hours

9.9 State should notify the working hours for all cadres according to the ILO guide-

lines. In case the staff works more than the prescribed working hours, appropri-

ate allowance must be provided.

General rules

26 | P a g e

For general leave rule Madhya Pradesh Leave rule VI is applicable for all the employees.

For obtaining leave application is to be given to the in-charge, controlling officer, com-

petent authority.

9.10 For reasons other than illness application is to be given in three weeks in ad-

vance before going on leave.

9.11 The leave account of every employee will be maintained in form II as per MP

Service leave rule 14.

9.12 No government employee will go on leave without prior sanction.

9.13 Medical leave would be sanctioned if the employee submits his medical certificate

within 7 days of starting of his leave.

9.14 Gazetted holidays maybe clubbed with leave period.

Casual leave

9.15 Technically casual leave is not considered a leave since during this period the

employee remains on duty and gets his salary for the leave period.

9.16 In a calendar year 16 days casual leave can be taken. For ministerial cadre 16

days casual leave is applicable.

9.17 At one stretch not more than 8 days casual leave can be sanctioned.

9.18 In the month of December not more than 2 days casual leave will be sanctioned.

Earned Leave

9.19 For each calendar year 30 days earned leave will be available in the employees

leave account. Maximum duration of earned leave will be 120 days if it is availa-

ble in his leave account.

9.20 There are some other categories of leave such as half pay leave, commuted

leave, leave not due, extra ordinary leave, maternity leave, paternity leave etc.

which may be conditionally sanctioned as per their rules.

27 | P a g e

10. Grievance Redressal System

Prompt and effective redressal of complaints has considerable benefits for health or-

ganizations, including better quality health care. This is also required to sustain the

increase in footfalls in public health system eventually leading to delivery of high

quality of patient care. Patient satisfaction is regarded as an outcome of care in it-

self, and it is one of the major contributors toward better patient compliance, lead-

ing presumably to better clinical outcomes. Information derived from the patient’s

experience and also the recorded grievances of the health staff is critical for func-

tioning of the organization. This will help in addressing the concerns of health pro-

fessionals regarding enabling environment required for providing quality service de-

livery.

10.1 The State should form the State Grievance Redressal Committee to observe the

grievance matters. This committee will review and resolve all grievance matters

transferred by the districts only. The district nodal person would be identified and

nominated by the state committee who could be approached by all other staff for

lodging their grievances.

10.2 A sexual harassment committee would work as an independent body at all the

offices to resolve sexual harassment matters. The committee should have a

Chairperson, specifically female officer, two other female members and 1 person

from NGO. A quorum of 3 members is required to be present for the proceedings

to take place. The quorum shall include the Chairperson and at least two lady

members.

10.3 State should create an online facility through HRIS for grievances of the employ-

ees while maintaining their confidentially.

10.4 The District Grievance Redressal Committee should also be constituted in each of

the district. The District Grievance Redressal Committee comprises of three to

four members shall settle grievances within the district. If case not resolved, then

case will go to the State Redressal Committee. At district level, CMHO and the

nodal person of the concerned district should be as members in the committee.

The District Collector could nominate another member/s. At least one person in

28 | P a g e

the committee should be a woman.

10.5 An employee shall convey grievances to the District Grievance Redressal Commit-

tee only in writing. The Committee shall respond, in writing and within 7 working

days, as to whether the grievances would be given due consideration or other-

wise.

11 Breach of Code of Conduct, Policies, Rules and Practices

10.6 An employee who is alleged to have breached any of the code of conduct, poli-

cies and rules as stipulated in this document (or its addendums and revisions)

shall be informed in writing and shall be entitled to “due process” to refute the

allegations and/or submit a defence or clarification.

10.7 The Committee shall establish an Inquiry officer to determine the genuineness of

the complaint or actual breaches. The Board of Inquiry may recommend impos-

ing specific disciplinary action on the person concerned. It shall decide an appro-

priate disciplinary action to be imposed on the employee. Disciplinary actions

may range from verbal reprimand to immediate dismissal depending on the se-

verity of the breach committed.

29 | P a g e

11. Code of Conduct

The purpose of code of conduct of an organization is to guide the behaviour of its em-

ployees. They provide a standard for public servants to strive for while inculcating a

sense of responsibility in them bearing in mind, the sanctity and significance of the post

and upholding the individual's professional standing in his or her community.

11.1 By embracing the code of ethics, the employee’s will further the vision of the de-

partment of “Providing quality health services for all”.

11.2 In order to uphold the institution’s values of excellence, commitment to service,

accountability, empowerment, integrity, respect, and teamwork, all department

employees shall comply with this policy. The functionality of policy requires con-

duct beyond what is provided by law. All employees are expected to use the

powers and resources of the department to further the public interest and main-

tain the respect and trust of the people of their government. Employees shall

avoid any conduct, which might undermine the public trust, regardless of wheth-

er that conduct is unethical or merely has the appearance of unethical behaviour

or whether it is in the context of professional, financial, or social relationships.

11.3 All employees, including those working at or representing the department at a

location other than their usual workplace, are expected to communicate with

courtesy and respect in dealing with the patients, public, and other employees.

11.4 Declaration of Conflict of Interest: Conflict of Interest is a situation where an em-

ployee’s private interest interferes with a public interest or duty. A conflict of in-

terest might exist when an employee has an additional employment outside state

government and his activities outside are similar to what she/he is expected to

be performing in the department. This results in substantial conflict with the

proper discharge of his or her duties in the public interest.

11.5 Political affiliations: Every employee should abstain himself from all political activ-

ities and follow the code of conduct as per service rules.

11.6 Employees are expected to review and comply with this policy. Violations may

result in corrective action in accordance to the department’s disciplinary stand-

ards. Employees must discharge their duties in a manner consistent with the poli-

cy. Reporting officers must ensure all their staff and team members receive a

copy of this policy and guideline document.

30 | P a g e

11.7 The work rules and code of conduct are very important. All employees are urged

to become familiar with these rules and code of conduct. In addition, employees

are expected to follow the rules and code of conduct faithfully in doing their own

jobs. Any employee who deviates from these rules and conduct will be subject to

corrective action, up to and including termination of employment. While it is not

intended to list all the forms of behaviour that are considered unacceptable in the

workplace, the following are examples of rule infractions or misconduct that may

result in disciplinary action, including termination of employment.

11.8 Theft or inappropriate removal or possession of property; working under the in-

fluence of alcohol or medically illegal drugs.

11.9 MP CIVIL SERVICE (CONDUCT RULES 1965) are applicable for all employees.

Conduct rules are made so that every employee should follow them and re-

mained disciplined.

11.10 The Indian Medical Council (Professional conducts, Etiquette and Ethics) Regula-

tions 2002 applicable to Medical Cadre, to be followed by all medical ethics

guidelines to be circulated to all medical officers.

31 | P a g e

12. Termination of Services

12.1 Termination of employee with cause will be in accordance with the guidelines set

for it and care will be taken to verify all facts before initiating any termination

process. However, immediate termination will be brought into effect for serious

offences.

12.2 For employee on probation – employees under initial appointment and within

probationary period can be terminated with immediate effect if they are found

unsuitable.

12.3 For temporary/contractual employee – If there is a specified end date of the con-

tract, no notice is required. In situations where the date of end of contract is not

certain, a notice is required for termination of contract.

12.4 For employee on deputation– Termination has to be preceded by a notice period

of 2 months and a letter for termination of service. The person then will go back

to parent department.

Retirement

12.5 State should provide a certificate ‘long service award’ to all the employees at the

time of retirement.

12.6 The state should provide retirement benefits respectfully and timely on the date

of retirement.

12.7 Retirement benefits shall be governed by MP Civil services (pension rules, 1976).

These rules are applicable only on the appointment made on before 1st January

2005.

12.8 Retirement benefits shall be governed by MP Civil service (pension rules, 2005)

will be applicable when joining after 1st January 2005.

32 | P a g e

References

1. Guidelines for Establishing Grievance Redressal and Health Helpline; Ministry of Health

and Family Welfare, Government of India

2. HR Policy and Guideline for NRHM Kerala Arogyakeralam NRHM Kerala Thiruvananthapu-

ram Prepared by: Swasti Health Resource Centre, Bangalore

3. Health Institutions in Madhya Pradesh August 2007, Compiled by Development & Plan-

ning Division Directorate of Health Services, Bhopal, Madhya Pradesh.

4. Human Resource Development Manual, Orissa State Health & Family Welfare Society

(Osh & Fws) Health & Family Welfare Department, Government of Odisha.

5. HR Policy manual, State Institute of Health and Family Welfare, Jaipur

6. Health Sector Postings and transfers Policies and implementation- A Study of Five States;

2016 NHSRC

7. Model Human Resource Development Policy for Corporations/Bodies/Societies, estab-

lished under the rules/law of Govt. of Bihar

8. MP Gazetted Service Recruitment Rules 2007, Ministerial Service Recruitment Rules

1989, Revision of rules 2017, Class III Non-Ministerial service recruitment rules 1989.

Revision 2008 Nursing Service Recruitment rules 1989Class III revision 2011 and 2015,

Contractual Non-Minis

9. Karnataka public health policy by KJA Task Force Karnataka Jnana Aayoga (Karnataka

Knowledge Commission), Government of Karnataka, September 2017

10. Policy Note 2018-2019, Govt. of Tamil Nadu, Health and Family Welfare, 2018

11. Public Health Workforce in Karnataka: Issues and Challenges- National Health Systems

Resource Centre, NRHM, MoHFW, Government of India.

12. Report of the expert committee on the HR Policy for e- Governance, Department of Elec-

tronics and information Technology, Ministry of Communication and information Tech-

nology, Government of India.

13. WHO (2009) Global Policy Recommendations Increasing access to health workers in re-

mote and rural areas through improved retention.

14. WHO Compulsory rural programmes for recruiting health workers in remote and rural

areas: Do they work? http://www/who.int/bulletin/volumes/88/5/09-

071605/en/index.html

15. WHO methodological note on support to countries for HRH development: dialogue for

action Geneva (2004).

Annexure 1

33 | P a g e

Ministerial

Post Promotions Years of Experience

1. Assistant Superintendent Superintendent 5 Years

2. Head Clerk Assistant Superintendent 5 Years

3. UDC Head Clerk 5 Years

4. LDC UDC 5 Years

5. Sr. Auditor Store Officer 3 Years

6. Accountant Sr. Accountant 5 Years

Time Pay Scale Specialist

1. Junior grade pay scale 6600

2. Sr. grade pay scale (100%) 7600 6 Years

3. Selection grade pay scale (100%) 8700 6 Years

4. Sr. Selection grade 8900 5 Years

Medical Officer Time Pay Scale

1. Junior grade 5400

2. Sr. Grade (100%) 6600 6 Years

3. Selection grade (100%) 7600 6 Years

4. Sr. Selection grade (2%) 8700 6 Years

Promotion

1. Manager (H.A.) General Manager (HA) 5 Years

2. Deputy Manager Manager (HA) 5 Years

3. Assistant Manager Deputy Manager (HA) 5 Years

Nursing Services Promotions

1. Nursing Officer/DPHN Public/

Principal Health Training Centre Deputy Director 5 Years

2. Sr. Sister Tutor Principal Public Health Training Centre 5 Years

3. Sister Tutor Principal Public Health Training Centre 3 Years

4. Matron Superintendent Grade-2 3 Years

5. Sister Tutor Sr. Sister Tutor 5 Years

34 | P a g e

Medical Cadre

1 Regional Director Director 3 Years

2 CMO/CS/Director/SHIM

C/ Principal FP Training

Centre

Regional Director/Director/

SBTC/Add. Director

5 Years

3 D.M.O/BMO Superintendent TB Hospital/

Director STB/Demo

Centre/DIO/Leprosy Officer

4 Specialist CMO (75%)

25% from Superintendent

5 Years

5 Specialist Civil Surgeon 5 Years

6 Leprosy Officer Grade-2 Leprosy Officer Grade-1 6 Year

7 Medical Officer DIO 5 Years MD/7 Years

Diploma (Paediatrics)

8 Medical Officer DHO 10 Years

9 Medical Officer DHO 5 Years for MD &

7 Years for Diploma

10 Medical Officer DHO 3 Year for MD/MS,

5 Years for Diploma

11 Medical Officer Leprosy Officer Grade-2 5 Years of experience

in Leprosy

Non-Medical

1. Deputy Director Joint Director (Media) 5 Years

2. Deputy Director Joint Director (Planning) 5 Years

3. MEIO Deputy Director 5 Years

4. Statistical Officer Deputy Director 5 Years

5. Administrative Officer Deputy Director 5 Years

6. D.M.O. Deputy Director 5 Years

7. A.S.O. Statistical Officer 5 Years

8. P.A. Personal Establishment Administrative Officer 5 Years

9. A.M.O. D.M.O. 5 Years

10. Deputy MEIO MEIO 5 Years

11. Publicity Assistant Publicity Officer 5 Years

12. Assistant Engineer Executive Engineer 6 Years

13. Sub Engineer Assistant Engineer B.E. + 8 Years Diploma

12 Years

14. MSW Sociologist 5 Years

15. Physiotherapist Sr. Physiotherapist 5 Years

16. B.E.E. Deputy MEIO 5 Years

35

Situation Analysis

Human Resource for Health

36

Contents

1. Overview of Public Health System .............................................................................. 37

2. Overview of Public Health Facilities in Madhya Pradesh ................................................ 37

3. Population (average) cover by public health facilities in Madhya Pradesh ...................... 38

4. Health staff position in health facilities - designation ................................................... 39

5. Designation Mapping ................................................................................................ 40

5.1 Directorate of Health Services - Public Health Facilities in rural areas ....................... 40

5.2 Directorate of Health Services - Civil Hospitals ....................................................... 41

5.3 Directorate of Health Services - District Hospitals ................................................... 42

5.4 National Health Mission - health facilities and management unit in rural areas.......... 44

5.5 National Health Mission - health facilities and management unit in urban areas ........ 45

6. Management Arrangement ........................................................................................ 49

7. Present Staff working status - Directorate Health Services ........................................... 49

8. Overview of Training and capacity building Institute in MP ........................................... 50

9. Human Resource Generation - Medical and Paramedical Institutes in MP....................... 50

10. Transfer guideline .................................................................................................. 51

11. Recruitment and Selection guidelines ....................................................................... 51

12. Need for Human Resource Unit ................................................................................ 52

13. Annexure ............................................................................................................... 53

37

1. Overview of Public Health System

Madhya Pradesh has a population of 7.27 Crores out of which 72% is rural and 28% urban.

It has 236 population density as per census 2011. The public health system addresses the

health needs of the state. Presently, public health initiatives are implemented by two gov-

ernment bodies:

1.1 Directorate of Health Services: It renders technical advice on Public Health matters in

the state. The directorate is involved in the implementation of multiple layers of health

services at district (District Hospital), block (CHC) and village (PHC/SHC) level. The direc-

torate also manages the various national health programme.

1.2 National Health Mission: It is introduced by the Ministry of Health and Family Welfare,

New Delhi in year 2005. The NHM has major health components including health system

strengthening, RMNCH+A and also manages some national health programme.

2. Overview of Public Health Facilities in Madhya Pradesh

The public health infrastructure provides necessary health care services through public

health facilities in urban and rural areas. The public health facilities are mainly District Hospi-

tal, Civil Hospital, Community Health Centres, Primary Health Centres and Sub Health Cen-

tres. The public health facilities providing health care services with Regular and Contractual

staff.

Directorate of Health Services

Urban Health Facilities Number Rural Health Facilities Number

1 District Hospitals (100 bed) 9 1 Community Health Centre's 334

2 District Hospitals (200 bed) 10 2 CEmONC CHC 82

3 District Hospitals (300 bed) 19 3 Primary Health Centre's 1183

4 District Hospitals (350 bed) 3 4 Sub Health Centre's 10209

5 District Hospitals (400 bed) 6 5 Wellness Centre 614

6 District Hospitals (500 bed) 3

7 District Hospitals (700 bed) 1

8 Total District Hospitals 51

9 CEmONC District Hospitals 49

10 Civil Hospitals 73

11 CEmONC Civil Hospitals 39

12 Poly Clinics 6

13 Civil Dispensaries 97

National Health Mission

1 Urban PHCs 132

38

3. Population (average) cover by public health facilities in Madhya Pradesh

The figures below show the average population covered by health facilities. As per IPHS

average 5000 population provision of one Sub Health Center in non tribal areas and 3000

population for tribal areas

to be ensure. According to

Census 2011 population on

an average 900 additional

population serve by Sub

Health Center in Tribal ar-

eas and 280 additional

population cater by sub

health center in non tribal

areas.

In case of Primary

Health Center, IPHS

suggests 30,000 gen-

eral population one

Primary Health Center

and for 20,000 tribal

population to ensure

one PHC. According to

Census 2011 population

more than 15,000 addi-

tional tribal population

serve by one PHC.

However, more than 20

thousand additional

population covers by one PHC.

The Population coverage

by CHC is shows in figure.

As per IPHS norm for

80,000 tribal population

one CHC and for 1,20,000

general population. In

State, more than 62 thou-

sand additional population

covered by CHC.

280

900

1000

3000

5000

General Population Tribal Population

Sub Health Center

Popula

tion

IPHS Norm Additional Population

22910

15790

10000

20000

30000

40000

50000

60000

General Population Tribal Population

Primary Health Center

Popula

tion

IPHS Norm Additional Population

46748

62637

0

40000

80000

120000

160000

200000

General Population Tribal Population

Community Health Center

Popula

tion

IPHS Norm Additional Population

39

4. Health staff position in health facilities - designation

Sl.

No.

Facility type No of health staff No of designation

IPHS State IPHS State

1 Sub Health Center (02 Beds) 4 1 3 1

2 Primary Health Centre (6 beds) 18 8 14 8

3 Community Health Center (30 Beds) 45 32 29 21

4 Civil Hospital (60 Beds) 61 54 24 21

5 Civil Hospital (100 beds) 111 99 28 27

6 District Hospital (100 beds) 111 126 29 32

7 District Hospital (200 beds) 181 189 33 32

8 District Hospital (300 beds) 246 243 35 32

9 District Hospital (400 beds) 334 322 35 32

10 District Hospital (500 beds) 386 393 35 32

11 District Hospital (600 beds) 457 460 35 32

Note: The IPHS and state norm wise designation (health staff) detail according to health facility provided in annexure

40

5. Designation Mapping

5.1 Directorate of Health Services - Public Health Facilities in rural areas

Sl.

No.

Community Health Center Primary Health Centre

Sub Health Center

1 BMO MBBS Medical Officer MBBS -

2 Surgeon - -

3 Physician - -

4 Obst. & Gynecologist - -

5 Pediatrician - -

6 Anesthetist - -

7 Dental Surgeon - -

8 Medical Officer - -

9 Staff Nurse# Nurse-midwife (Staff Nurse#) -

10 LHV * Health Assistant (Female)/LHV -

11 - Health Assistant (Male) -

12 MPS * Health Worker (Male/Female) Health Worker (Male)

13 ANM * ANM * ANM/HW (F)#

14 Radiographer - -

15 Dark room Assistant* - -

16 Ophthalmic Assistant - -

17 OT Technician# - -

18 Dresser Dresser * -

19 Ward Boy # Ward Boy * -

20 Laboratory Technician# Laboratory Technician -

21 Cold Chain & Vaccine Logistic

Assistant

Cold Chain & Vaccine Logistic

Assistant

-

22 Pharmacist Pharmacist -

23 Medical Officer Ayush Medical Officer Ayush -

24 Pharmacist Ayush Pharmacist Ayush -

25 Public Health Specialist - -

26 Public Nurse - -

27 Dietician - -

28 Counselor - -

29 Rehabilitation Worker - -

30 - Multi-skilled Group D Worker -

31 - Sanitary worker cum watchman -

32 Registration Clerk - -

33 Accountant cum DEO Accountant cum DEO -

34 Data Entry Operator - -

35 Administrative Assistant - -

36 Driver - -

37 Sweeper (Outsource)* Sweeper (Outsource) * Safai Karamchari

38 Peon* -

41

5.2 Directorate of Health Services - Civil Hospitals

Sl.

No.

Civil Hospital (100 beds) Civil Hospital (IPHS-60/State 50 beds)

1 Medical Specialist Medical Specialist

2 Surgery Specialist Surgery Specialist

3 O & G specialist O & G specialist

4 Pediatrician Pediatrician

5 Anesthetist# Anesthetist

6 Ophthalmologist Ophthalmologist

7 Radiologist Radiologist

8 Pathologist Pathologist

9 Orthopedician Orthopedician

10 Dental Specialists* -

11 Medical Officer Medical Officer/PGMO

12 Dental Surgeon Dental Surgeon

13 Matron Matron

14 Nursing Sister * Nursing Sister*

15 Staff Nurse# Staff Nurse

16 Ophthalmic Assistant Ophthalmic Assistant

17 Laboratory Technician Laboratory Technician

18 Radiographer Radiographer

19 Physiotherapist -

20 Pharmacist Gr II Pharmacist Gr II#

21 ECG Technician ECG Technician

22 Laboratory Assistant Laboratory Assistant

23 Ward Boy# Ward Boy

24 OT Attendant OT Attendant

25 Dresser Gr-2 Dresser Gr-2

26 Administrative Officer -

27 Accountant -

28 ASO -

29 Assistant Gr-2 -

30 Computer Operator (Outsource) Computer Operator (Outsource)

31 Driver (Outsource) Driver (Outsource)

42

5.3 Directorate of Health Services - District Hospitals

DH (600 Beds) DH (500 beds) DH (400 beds) DH (300 beds) DH/CH (200 beds) DH (100 beds)

Medical Officer and Specialist

Medical Specialist Medical Specialist Medical Specialist Medical Specialist Medical Specialist Medical Specialist

Surgery Specialist Surgery Specialist Surgery Specialist Surgery Specialist Surgery Specialist Surgery Specialist

O & G specialist O & G specialist O & G specialist O & G specialist O & G specialist O & G specialist

Pediatrician*# Pediatrician*# Pediatrician*# Pediatrician*# Pediatrician# Pediatrician*#

Anesthetist# Anesthetist Anesthetist Anesthetist Anesthetist Anesthetist *#

Ophthalmologist Ophthalmologist Ophthalmologist Ophthalmologist Ophthalmologist Ophthalmologist

Radiologist# Radiologist Radiologist Radiologist Radiologist Radiologist

Pathologist# Pathologist Pathologist Pathologist Pathologist Pathologist

Orthopedician Orthopedician Orthopedician Orthopedician Orthopedician Orthopedican

Dermatologist Dermatologist Dermatologist Dermatologist Dermatologist TB Specialists*

Pchycitrist Pchycitrist Pchycitrist Pchycitrist - -

TB Specialists* TB Specialists* TB Specialists* TB Specialists* TB Specialists* -

ENT Specialists ENT Specialists ENT Specialists ENT Specialists* (S) ENT Specialist* (S) ENT Specialists*

Medical Officer# Medical Officer Medical Officer# Medical Officer Medical Officer Medical Officer

Dental Specialists Dental Specialists Dental Specialists Dental Specialists* Dental Specialists* Dental Specialists*

Dental Surgeon* Dental Surgeon* Dental Surgeon* Dental Surgeon Dental Surgeon Dental Surgeon

Matron Matron Matron Matron Matron Matron

Nursing Sister* Nursing Sister * Nursing Sister* Nursing Sister * Nursing Sister * Nursing Sister *

Staff Nurse Staff Nurse Staff Nurse Staff Nurse Staff Nurse Staff Nurse

Physiotherapist Physiotherapist Physiotherapist Physiotherapist Physiotherapist Physiotherapist

Radiographer# Radiographer Radiographer Radiographer Radiographer Radiographer

ECG Technician ECG Technician ECG Technician ECG Technician ECG Technician ECG Technician

PFT Technician PFT Technician PFT Technician PFT Technician - -

Ophthalmic Asst Ophthalmic Asst Ophthalmic Asst Ophthalmic Asst Ophthalmic Asst Ophthalmic Asst

43

DH (600 Beds) DH (500 beds) DH (400 beds) DH (300 beds) DH/CH (200 beds) DH (100 beds)

Lab Technician Lab Technician Lab Technician Lab Technician Lab Technician Lab Technician

Lab Attendant Lab Assistant Lab Assistant Lab Assistant Lab Assistant Lab Assistant

OT Attendant OT Attendant OT Attendant OT Attendant OT Attendant OT Attendant

Dark Room

Attendant

Dark Room

Attendant#

Dark Room

Attendant

Dark Room

Attendant

Dark Room

Attendant -

Ward Boy# Ward Boy# Ward Boy Ward Boy Ward Boy Ward Boy

Dresser Gr-2 Dresser Gr-2 Dresser Gr-2 Dresser Gr-2 Dresser Gr-2 Dresser Gr-2

Steward* Steward* Steward* Steward* Steward* Steward*

Dietician Dietician Dietician Dietician Dietician -

Audiometrician Audiometrician Audiometrician Audiometrician Audiometrician -

Pharmacist Gr II Pharmacist Gr II Pharmacist Gr II Pharmacist Gr II Pharmacist Gr II Pharmacist Gr II

Administrative

Officer

Administrative

Officer

Administrative

Officer

Administrative

Officer

Administrative

Officer

Administrative

Officer

Accountant Accountant Accountant Accountant Accountant Accountant

ASO ASO ASO ASO ASO ASO

Assistant Gr-2 Assistant Gr-2 Assistant Gr-2 Assistant Gr-2 Assistant Gr-2 Assistant Gr-2

Computer Operator

(Outsource)

Computer Operator

(Outsource)

Computer Operator

(Outsource)

Computer Operator

(Outsource)

Computer Operator

(Outsource)

Computer Operator

(Outsource)

Driver

(Outsource)

Driver

(Outsource)

Driver

(Outsource)

Driver

(Outsource)

Driver

(Outsource)

Driver

(Outsource)

44

5.4 National Health Mission - health facilities and management unit in rural areas

Block Programme Management Unit Community Health Centre Primary Health Center Sub Health Center

- Medical Officer Medical Officer Medical Officer

- PGMO Anaesthesia - -

- PGMO ObsGyne - -

- PGMO Pediatrics -

- Physiotherapist - -

- Ophthalmic Assistant Ophthalmic Assistant -

- GNM - -

- Staff Nurse Staff Nurse -

ANM ANM ANM ANM

- TBHV TBHV -

VBD Technical Supervisor VBD Technical Supervisor -

- Feeding demonstrator Feeding demonstrator -

- Lab Technician Lab Technician -

- Pharmacist Pharmacist -

- DDC Pharmacist DDC Pharmacist -

Ayush MO Ayush MO Ayush MO Ayush MO

- Ayush Pharmacist Ayush Pharmacist -

RBSK AMO RBSK AMO - -

RBSK Pharmacist RBSK Pharmacist - -

Block Program Manager - - -

Block Community Mobilizer - - -

PMW PMW PMW -

Block Account Manager Block Account Manager - -

Accountant - - -

Data Entry Operator Data Entry Operator - -

STLS STLS STLS -

- STS - -

45

5.5 National Health Mission - health facilities and management unit in urban areas

DPMU CMHO OFFICE District Hospital Civil Surgeon

Office

Civil Hospital Urban Primary

Health Center

- Medical Officer Medical Officer Medical Officer Medical Officer Medical Officer

- - PGMO Anaesthesia - PGMO Anaesthesia -

- - PGMO Medicine - - -

- - PGMO ObsGyne - PGMO ObsGyne -

- - PGMO Opthalmology - - -

- PGMO Pediatrics PGMO Pediatrics - PGMO Pediatrics -

- - - - PGMO Radiology -

- - PGMO Psychiatry - - -

- - Clinical Psychologist - - -

- - Psychologist - - -

- - Dental Surgeon - - -

- - Physiotherapist Physiotherapist - -

RBSK AMO RBSK AMO - - - RBSK AMO

- - Sr MO DRTB Center - - -

- - EICS Educator - - -

- - Audiologist & speech therapist - - -

- - Sr. Supervisor DOTS+TB+HIV - - -

- TBHV - - TBHV -

- - - - VBD Technical Supervisor -

- Epidemiologist - - - -

- Consultant - Fluorosis - - - -

- Consultant - MCH

- - - -

46

DPMU CMHO OFFICE District Hospital Civil Surgeon

Office

Civil Hospital Urban Primary

Health Center

- - GNM - - -

- - GNM CCU - - -

- Staff Nurse Staff Nurse Staff Nurse Staff Nurse Staff Nurse

ANM - ANM - ANM ANM

- - TBHV - - -

- - Ophthalmic Assistant - - -

- - - Dental Assistant - -

- - NCD Counselor - - -

- - DRTB Counselor - - -

- - Feeding demonstrator - Feeding demonstrator -

- - Women Health Counselors - - -

- - Trainer Staff Nurse - - -

- - Social worker - - -

Lab Technician - Lab Technician - Lab Technician Lab Technician

- - Laboratory Assistant - RNTCP - - -

- DDC Pharmacist DDC Pharmacist DDC Pharmacist DDC Pharmacist Pharmacist

- - - - RBSK Pharmacist -

- - - - Ayush MO -

- - - - Ayush Pharmacist -

47

DPMU CMHO OFFICE District Hospital Civil Surgeon Office Civil Hospital Urban Primary

Health Center

Hospital Administrator - Hospital Administrator Hospital Administrator -

- RNTCP - Program Coordinator - -

- RBSK - DMO - -

- DEIC - Manager - -

- - - Nursing College - As-

sistant

District Accounts Manager - Accountant Accountant -

District Account Assistant District Account Assistant District Account Assistant - -

Data Entry Operator Data Entry Operator Data Entry Operator Data Entry Operator Data Entry Operator LDC for MIS

STLS STLS - STLS

STS STS - STS

- LMO - LMO

PMW -

48

DPMU CMHO OFFICE District Hospital Civil Surgeon

Office

Civil Hospital Urban Primary Health

Center

District Program Manager - - - - -

District Community Mobilizer - - - - -

District Epidemiologists - - - - -

District M&E Officer - - - - -

RI Data Manager - - - - -

IEC Consultant - - - - -

Training coordinator - - - - -

APM Urban Health - - - - -

District AH Coordinator - - - - -

PC - RNTCP - - - - -

MCH - Consultant - - - - -

District Data Manager IDSP - - - - -

District RBSK Coordinator - - - - -

District VBD Consultant - - - - -

District Leprosy Consultant - - - - -

Sub Engineer - - - - -

Refrigerator Mechanic - - - - -

49

6. Management Arrangement

In general, the senior specialist posted at civil hospital appointed as Civil Surgeon and man-

ages day to day administrative work of the civil hospital. Similarly, the senior Specialist post-

ed in district hospital appointed as CMHO.

6.1 Non relevant Positions

1. Family Welfare department - Statistical officer, Helper statistical officer

6.2 Requirement of new Positions

1. Medical cadre - Occupational Therapist, Psychiatrist

2. District level – Legal officer, training officer and Technical Assistant to Sub Engineer

3. Hospital Administration Team - at Public health facilities with 30 beds and more

(Hospital Administrator/Manager, cold storage manager

4. Programme Management Team - at Block, District and State level

7. Present Staff working status - Directorate Health Services

Sl.

No.

Health staff Regular NHM Total

1 Gazetted

1.1 Medical 20,724 457 21,181

1.2 Non-Medical 51 - 51

2 Non Gazetted

2.1 Nursing staff 14,701 1,2561 15,957

2.2 Non Ministerial* 132 Na 132

2.3 Ministerial 17,290 667 17,957

2.4 Class IV* na na Na

Note * state level compile data not available 1 Nursing and Non ministerial staff

50

8. Overview of Training and capacity building Institute in MP

Sl. No. Training Institute No.

1 State Training Institute 1

2 Regional Training Institutes 3

3 District Training Institutes 34

4 MPW Training Institutes 7

5 LHV Training Institutes 2

There is need to revisit the whole training curriculum for medical, nursing and allied

health staff. The close coordination between training institutions and directorate of

health services and National Health Mission needs to be strengthening.

The uniformity in teaching methodology, clear defined protocols, certification, and train-

ing for delivery of quality healthcare services is highly recommended.

9. Human Resource Generation - Medical and Paramedical Institutes in MP

Sl. No. Institute No of Institutes No of Seats

1 Medical College

1.1 Government Medical College 8 1750

1.2 Private Medical College 10

2 Dental College

2.1 Government Dental College 1 1164

2.2 Private Dental Collage 17

3 Nursing College

3.1 Government Nursing College 2 538

3.2 Private Nursing Collage 10

3.3 B Sc. Nursing Training Institutes 3

3.4 ANM Training Institutes 32

3.5 GNM Training Institutes 12

51

10. Transfer guideline

10.1 Directorate of Health Services: The department follows the Government of Madhya

Pradesh online transfers guidelines dated 19.05.2017 available at IFMIS portal. The portal

allows regular employees to use their login id (employee code) to apply transfer request. As

per general administration guideline at District level - according to vacancy the transfer re-

quest proposed by CMHO in consultation with District Collector and submitted to the direc-

torate of health services. The district wise compile list of transfer request in the form of pro-

posal developed by the concern officials of the directorate and submitted to Minister for ap-

proval.

10.2 National Health Mission: There is no policy guideline related to transfer of contractual

employee in Contractual HR Policy of Madhya Pradesh 2013.

11. Recruitment and Selection guidelines

11.1 Directorate of Health Services: The recruitment and selection of health staff, Direc-

torate of Health Services follows Government of Madhya Pradesh Rules dated 20 Oct 1989.

However, there are series of amendments in recruitment rules were made by the govern-

ment on time to time. The recruitment rules of government of Madhya Pradesh mainly ad-

dress age (minimum and maximum) of the applicant, education qualification, promotion cri-

teria and direct recruitment guidelines. The directorate of health services mainly categories

three types of recruitment rules of health staff namely (1) Gazetted Positions, (2) Non Ga-

zetted - Non Clerical Positions and (3) Non Gazetted - Clerical Positions.

Recruitment procedure: The recruitment for Medical officers and Specialist done at State

Headquarters where Directorate of Medical Education and State Service Commission enables

recruitment, transfer, promotion and remuneration of regular medical officers. Ministry of

Health and family welfare department has made Rules 2002 to facilitate the recruitment. For

other than medical officer and specialist positions direct recruitment guideline follows by

CMHO.

11.2 National Health Mission: The recruitment of all the positions coordinated by the Mission

Directorate National Health Mission. The MD office monitors the Policies & Procedures in in-

viting application from the prospective candidates.

Recruitment procedure: Notifications were release to all the current employees of NHM as

an opportunity to apply for the position/promotion where number of vacancy highlighted.

The selection committee facilitates the recruitment and selection of the applicant. The selec-

tion committee comprises Commissioner Health, Director Medical Services, Member of

Health and Family Welfare and a Reserve Officer. The maximum appointment period for

contractual employees is for the period of 2 years with age between 21-65 years. However,

the appointment of Medical Officer is for maximum 1 year (renewable) with age between

21-60 years.

52

12. Need for Human Resource Unit

Presently, information related to health staff distributed in various sections of Directorate

of Health Services and National health Mission. The HR records maintenance and updat-

ing is done by different section in-charge with in consultation with CMHO. Hence, it is

important to have single unit dedicated to handle all HR related issues. The proposed HR

unit at Directorate level will not only help in maintaining the HR records but also sup-

ports in systematic capacity building efforts to met the desired health goals.

The digital transformation of HR information will help in accessing the HR data on real

time basis. The online HR data management supports in effective coordination between

different levels in the department.

Madhya Pradesh has not yet developed any human resource information system. The

Human Resource Information System would link with Finance for update information and

employee status.

53

13. Annexure

Table 1: Average population cover by public health facilities in Madhya Pradesh

Sl.

No.

District Population

(Rural)

SHC

(No)

PHC

(No)

CHC

(No)

SHC

Population

PHC

Population

CHC

Population

1 Agar-Malwa 571,278 90 5 3 6,348 114,256 190,426

2 Alirajpur 671,925 199 15 5 3,377 44,795 134,385

3 Anuppur 543,996 189 16 7 2,878 34,000 77,714

4 Ashoknagar 691,387 144 10 4 4,801 69,139 172,847

5 Balaghat 1,456,882 338 37 8 4,310 39,375 182,110

6 Barwani 1,181,812 362 30 8 3,265 39,394 147,727

7 Betul 1,266,211 340 33 10 3,724 38,370 126,621

8 Bhind 1,270,083 239 21 7 5,314 60,480 181,440

9 Bhopal 454,010 72 10 3 6,306 45,401 151,337

10 Burhanpur 497,560 112 13 4 4,443 38,274 124,390

11 Chhatarpur 1,363,359 257 37 10 5,305 36,848 136,336

12 Chhindwara 1,585,739 378 67 11 4,195 23,668 144,158

13 Damoh 1,013,668 192 15 6 5,280 67,578 168,945

14 Datia 604,772 113 10 3 5,352 60,477 201,591

15 Dewas 1,111,956 217 21 7 5,124 52,950 158,851

16 Dhar 1,772,572 498 47 14 3,559 37,714 126,612

17 Dindori 672,206 219 23 7 3,069 29,226 96,029

18 Guna 928,844 176 15 5 5,278 61,923 185,769

19 Gwalior 758,244 140 15 2 5,416 50,550 379,122

20 Harda 451,101 86 6 4 5,245 75,184 112,775

21 Hoshangabad 851,364 161 15 6 5,288 56,758 141,894

22 Indore 848,988 119 25 4 7,134 33,960 212,247

23 Jabalpur 1,023,255 205 22 5 4,991 46,512 204,651

24 Jhabua 933,065 293 19 6 3,185 49,109 155,511

25 Katni 1,028,499 187 18 6 5,500 57,139 171,417

26 Khandwa 1,050,625 203 32 6 5,175 32,832 175,104

27 Khargone 1,574,190 363 54 10 4,337 29,152 157,419

28 Mandla 924,716 314 32 8 2,945 28,897 115,590

29 Mandsaur 1,062,807 191 40 7 5,564 26,570 151,830

30 Morena 1,495,508 262 18 8 5,708 83,084 186,939

31 Narsinghpur 888,314 153 20 7 5,806 44,416 126,902

32 Neemuch 580,837 115 17 3 5,051 34,167 193,612

33 Panna 891,185 168 15 6 5,305 59,412 148,531

34 Raisen 1,028,172 219 18 9 4,695 57,121 114,241

35 Rajgarh 1,269,357 239 27 6 5,311 47,013 211,560

36 Ratlam 1,020,038 217 24 6 4,701 42,502 170,006

37 Rewa 1,969,321 343 30 11 5,741 65,644 179,029

38 Sagar 1,669,662 305 27 11 5,474 61,839 151,787

39 Satna 1,754,517 349 43 9 5,027 40,803 194,946

40 Sehore 1,062,870 185 18 9 5,745 59,048 118,097

41 Seoni 1,215,241 324 30 7 3,751 40,508 173,606

42 Shahdol 846,463 255 28 7 3,319 30,231 120,923

43 Shajapur 1,219,133 129 14 4 9,451 87,081 304,783

54

Sl.

No.

District Population

(Rural)

SHC

(No)

PHC

(No)

CHC

(No)

SHC

Population

PHC

Population

CHC

Population

44 Sheopur 580,509 114 9 3 5,092 64,501 193,503

45 Shivpuri 1,430,627 273 13 9 5,240 110,048 158,959

46 Sidhi 1,033,912 223 25 6 4,636 41,356 172,319

47 Singrauli 951,487 227 15 6 4,192 63,432 158,581

48 Tikamgarh 1,195,293 232 20 7 5,152 59,765 170,756

49 Ujjain 1,207,651 224 22 5 5,391 54,893 241,530

50 Umaria 534,214 108 12 3 4,946 44,518 178,071

51 Vidisha 1,119,257 203 22 7 5,514 50,875 159,894

Note IPHS Norm: SHC (Tribal 3000/Non tribal 5000) PHC (Tribal 20000/Non tribal 3000) CHC (Tribal

120000/Non Tribal 80000)

Table 2: Details of Designation according to health Facilities

Sub Health Center (02 Beds)

Sl. No. Designation IPHS

Norm

State

Norm

Remark

1 ANM/Health Worker (Female) 2 1

2 Health Worker (Male) 1 -

3 Safai Karamchari (Part/Full Time) 1 -

Total 4 1

Primary Health Center (06 Beds)

Sl. No. Designation IPHS

Norm

State

Norm

Remark

1 Medical Officer MBBS 1 1

2 Medical Officer Ayush 1 0

3 Accountant cum Data Entry Operator 1 0

4 Pharmacist 1 1

5 Pharmacist Ayush 1 0

6 Nurse-midwife (Staff Nurse) 4 1

7 Health Worker (Female) 1 0

8 Health Worker (Male) 1 0

9 Health Assistant (Male) 1 0

10 Health Assistant (Female)/Lady Health Visitor 1 0

11 Laboratory Technician 1 1

12 Cold Chain & Vaccine Logistic Assistant 1 0

13 Multi-skilled Group D Worker 2 0

14 Sanitary worker cum watchman 1 0

15 ANM * 0 1

16 Dresser * 0 1

17 Ward Boy * 0 1

18 Sweeper (Outsource) * 0 1

Total 18 8

55

Community Health Center (30 Beds)

Sl. No. Designation IPHS

Norm

State

Norm

Re-

mark

1 Block Medical Officer MBBS 1 1

2 Public Health specialist 1 0

3 Public Nurse 1 0

4 Surgeon 1 1

5 Physician 1 1

6 Obst. & Gynecologist 1 1

7 Pediatrician 1 0

8 Anesthetist 1 0

9 Dental Surgeon 1 0

10 Medical Officer 2 2

11 Medical Officer Ayush 1 0

12 Accountant cum Data Entry Operator 1 0

13 Pharmacist 1 1

14 Pharmacist Ayush 1 0

15 BEE * 0 1

16 Staff Nurse 10 6

17 LHV * 0 1

18 MPS * 0 1

19 ANM * 0 2

20 Dark room Assistant * 0 1

21 Laboratory Technician 2 1

22 Radiographer 1 1

23 Dietician 1 0

24 Ophthalmic Assistant 1 1

25 Cold Chain & Vaccine Logistic Assistant 1 0

26 OT Technician 1 2

27 Rehabilitation Worker 1 0

28 Counselor 1 0

29 Registration Clerk 2 0

30 Data Entry Operator 1 1

31 Administrative Assistant 1 0

32 Driver 1 0

33 Dresser 1 1

34 Ward Boy 5 2

35 Sweeper (Out source) * 0 2

36 Peon * 0 2

Total 45 32

56

Civil Hospital (IPHS-60/State50 beds)

Sl. No. Designation IPHS

Norm

State

Norm

Remark

1 Medical Specialist 1 1

2 Surgery Specialist 1 1

3 O & G specialist 2 1

4 Pediatrician 2 1

5 Anesthetist 1 1

6 Ophthalmologist 1 0

7 Radiologist 1 0

8 Pathologist 1 0

9 Orthopedician 1 0

10 Medical Officer/PGMO 6 6

11 Dental Surgeon 1 1

12 Matron 1 1

13 Nursing Sister * 0 2 N.C.I.

14 Staff Nurse 20 20

15 Ophthalmic Assistant 1 1

16 Laboratory Technician * 1 1

17 Radiographer 1 1

18 Pharmacist Gr II 5 2

19 ECG Technician 1 1

20 Laboratory Assistant 2 2

21 Ward Boy 5 5

22 OT Attendant 2 2

23 Dresser Gr-2 2 2

24 Computer Operator (Outsource) 1 1

25 Driver (Out source 1 1

Total 61 54

57

Civil Hospital (100 beds)

Sl. No. Designation IPHS Norm State

Norm

Remark

1 Medical Specialist 2 2

2 Surgery Specialist 2 2

3 O & G specialist 2 2

4 Pediatrician 2 2

5 Anesthetist *

1 2 State

Need

6 Ophthalmologist 1 1

7 Radiologist 1 0

8 Pathologist 1 1

9 Orthopedician 1 1

10 Dental Specialists*

0 1 State

Need

11 Medical Officer 9 9

12 Dental Surgeon 1 1

13 Matron 2 2

14 Nursing Sister * 0 4 N.C.I.

15 Staff Nurse 50 30*

16 Ophthalmic Assistant 1 1

17 Laboratory Technician 3 3

18 Radiographer 2 2

19 Physiotherapist 1 0

20 Pharmacist Gr II 5 5

21 ECG Technician 1 0

22 Laboratory Assistant 3 3

23 Ward Boy *

5 10 State

Need

24 OT Attendant 3 3

25 Dresser Gr-2 3 3

26 Administrative Officer 1 1

27 Accountant 1 1

28 ASO 1 1

29 Assistant Gr-2 1 1

30 Computer Operator (Outsource) 3 3

31 Driver (Outsource) 2 2

Total 111 99

58

District Hospital (100 beds)

Sl. No. Designation IPHS Norm State

Norm

Remark

1 Medical Specialist 2 2

2 Surgery Specialist 2 2

3 O & G specialist 2 2

4 Pediatrician*

2 5 (3

SNCU) State Need

5 Anesthetist * 1 2 State Need

6 Ophthalmologist 1 1

7 Radiologist 1 1

8 Pathologist 1 1

9 Orthopedican 1 1

10 TB Specialists* 0 1 State Need

11 ENT Specialists* 0 1 State Need

12 Medical Officer 9 9

13 Dental Specialists* 0 1 State Need

14 Dental Surgeon 1 1

15 Matron 2 2

16 Nursing Sister * 0 4 N.C.I.

17 Staff Nurse 50 50

18 Ophthalmic Assistant 1 1

19 Laboratory Technician 3 3

20 Radiographer 2 2

21 Physiotherapist 1 0

22 Pharmacist Gr II 5 5

23 Steward* 0 1 State Need

24 ECG Technician 1 0

25 Laboratory Assistant 3 3

26 Ward Boy 5 10 State Need

27 OT Attendant 3 3

28 Dresser Gr-2 3 3

29 Administrative Officer 1 1

30 Accountant 1 1

31 ASO 1 1

32 Assistant Gr-2 1 1

33 Computer Operator (Outsource) 3 3

34 Driver (Outsource) 2 2

Total 111 126

59

District/Civil Hospital (200 beds)

Sl. No. Designation IPHS Norm State Norm Remark

1 Medical Specialist 3 2

2 Surgery Specialist 2 2

3 O & G specialist 3 3

4 Pediatrician 2 6 (3 SNCU) State Need

5 Anesthetist 2 2

6 Ophthalmologist 1 1

7 Radiologist 1 1

8 Pathologist 2 2

9 Orthopedician 1 1 State Need

10 ENT Specialist* 0 1

11 ENT Surgeon 1 0

12 Dermatologist 1 0

13 Medical Officer 16 16 State Need

14 Dental Specialists* 0 1

15 Dental Surgeon 1 1 State Need

16 TB Specialists* 0 1

17 Matron 3 3 N.C.I.

18 Nursing Sister * 0 8

19 Staff Nurse 75 75

20 Ophthalmic Assistant 1 1

21 Laboratory Technician 6 6

22 Radiographer 3 3

23 Physiotherapist 1 0

24 Pharmacist Gr II 5 5

25 ECG Technician 1 0

26 Laboratory Assistant 4 4

27 Ward Boy 20 20

28 OT Attendant 6 6

29 Dresser Gr-2 5 5

30 Dark Room Attendant 3 2

31 Steward* 0 1 State Need

32 Dietician 1 0

33 Audiometrician 1 0

34 Administrative Officer 1 1

35 Accountant 1 1

36 ASO 1 1

37 Assistant Gr-2 1 1

38 Computer Operator (Outsource) 4 4

39 Driver (Outsource) 2 2

Total 181 189

60

District Hospital (300 beds)

Sl. No. Designation IPHS Norm State

Norm

Remark

1 Medical Specialist 3 3

2 Surgery Specialist 3 2

3 O & G specialist 4 4

4 Pediatrician*

3 7 (3

SNCU)

State

Need

5 Anesthetist 4 2

6 Ophthalmologist 2 2

7 Radiologist 2 2

8 Pathologist 2 2

9 Orthopedician 2 2

10 Dermatologist 1 0

11 Pchycitrist 1 0

12 TB Specialists*

0 1 State

Need

13 ENT Specialists*

0 2 State

Need

14 ENT Surgeon 2 0

15 Medical Officer 20 15

16 Dental Specialists*

0 1 State

Need

17 Dental Surgeon 1 2

18 Matron 7 7

19 Nursing Sister * 0 12 N.C.I.

20 Staff Nurse 100 100

21 Ophthalmic Assistant 2 2

22 Laboratory Technician 8 8

23 Radiographer 3 3

24 Physiotherapist 1 0

25 Pharmacist Gr II 8 8

26 ECG Technician 1 0

27 PFT Technician 1 0

28 Laboratory Assistant 4 4

29 Ward Boy 30 25

30 OT Attendant 8 6

31 Dresser Gr-2 6 6

32 Dark Room Attendant 3 2

33 Steward*

0 1 State

Need

34 Dietician 1 0

35 Audiometrician 1 0

36 Administrative Officer 1 1

61

37 Accountant 1 1

38 ASO 1 1

39 Assistant Gr-2 2 2

40 Computer Operator (Outsource) 4 4

41 Driver (Outsource) 3 3

Total 246 243

Total 246 243

District Hospital (400 beds)

Sl. No. Designation IPHS Norm State

Norm

Remark

1 Medical Specialist 4 4

2 Surgery Specialist 3 2

3 O & G specialist 6 4

4 Pediatrician*

4 7 (3

SNCU)

State

Need

5 Anesthetist 6 3

6 Ophthalmologist 2 2

7 Radiologist 3 2

8 Pathologist 3 2

9 Orthopedician 2 2

10 Dermatologist 1 0

11 Pchycitrist 1 0

12 ENT Specialists* 2 2

13 TB Specialists*

0 1 State

Need

14 Medical Officer 24 19

15 Dental Specialists* 1 1

16 Dental Surgeon

0 3 State

Need

17 Matron 9 9

18 Nursing Sister * 0 16 N.C.I.

19 Staff Nurse 150 150

20 Ophthalmic Assistant 2 2

21 Laboratory Technician 9 9

22 Radiographer 6 3

23 Physiotherapist 2 0

24 Pharmacist Gr II 10 10

25 ECG Technician 1 0

26 PFT Technician 1 0

27 Laboratory Assistant 4 4

28 Ward Boy 40 30

29 OT Attendant 10 10

30 Dresser Gr-2 6 6

31 Dark Room Attendant 4 3

62

32 Dietician 2 0

33 Steward*

0 1 State

Need

34 Audiometrician 1 0

35 Administrative Officer 1 1

36 Accountant 1 1

37 ASO 1 1

38 Assistant Gr-2 2 2

39 Computer Operator (Outsource) 6 6

40 Driver (Outsource) 4 4

Total 334 322

500 Bedded District Hospital

Sl. No. Designation IPHS Norm State Norm Remark

1 Medical Specialist 4 4

2 Surgery Specialist 3 3

3 O & G specialist 6 5

4 Pediatrician*

4 8 (3 SNCU) State

Need

5 Anesthetist 6 4

6 Ophthalmologist 2 2

7 Radiologist 3 2

8 Pathologist 3 2

9 Orthopedician 2 2

10 Dermatologist 1 0

11 Pchycitrist 1 0

12 TB Specialists*

0 1 State

Need

13 ENT Specialists 2 2

14 Medical Officer 24 23

15 Dental Specialists* 1 1

16 Dental Surgeon

0 5 State

Need

17 Matron 9 9

18 Nursing Sister * 0 20 N.C.I.

19 Staff Nurse 200 200

20 Ophthalmic Assistant 2 2

21 Laboratory Technician 9 9

22 Radiographer 6 4

23 Physiotherapist 2 0

24 Pharmacist Gr II 10 10

25 ECG Technician 1 0

26 PFT Technician 1 0

27 Laboratory Assistant 4 4

28 Ward Boy 40 35

63

29 OT Attendant 10 10

30 Dresser Gr-2 6 6

31 Dark Room Attendant 6 4

32 Dietician 2 0

33 Steward*

0 1 State

Need

34 Audiometrician 1 0

35 Administrative Officer 1 1

36 Accountant 1 1

37 ASO 1 1

38 Assistant Gr-2 2 2

39 Computer Operator (Outsource) 6 6

40 Driver (Outsource) 4 4

Total 386 393

64

District Hospital (600 Bed)

Sl. No. Designation IPHS Norm State Norm Remark

1 Medical Specialist 4 4

2 Surgery Specialist 3 3

3 O & G specialist 8 6

4 Pediatrician* 4 8 (3 SNCU) State Need

5 Anesthetist 8 5

6 Ophthalmologist 3 3

7 Radiologist 3 2

8 Pathologist 3 2

9 Orthopedician 3 3

10 Dermatologist 1 0

11 Pchycitrist 1 0

12 TB Specialists* 0 1 State Need

13 ENT Specialists 2 2

14 Medical Officer 28 25

15 Dental Specialists 1 1

16 Dental Surgeon * 0 5 State Need

17 Matron 9 9

18 Nursing Sister * 0 24 N.C.I.

19 Staff Nurse 250 250

20 Ophthalmic Assistant 2 2

21 Laboratory Technician 9 9

22 Radiographer 6 5

23 Physiotherapist 2 0

24 Pharmacist Gr II 10 10

25 ECG Technician 1 0

26 PFT Technician 1 0

27 Laboratory Attendant 4 4

28 Ward Boy 50 40

29 OT Attendant 10 10

30 Dresser Gr-2 6 6

31 Dark Room Attendant 6 4

32 Steward* 0 1 State Need

33 Dietician 2 0

34 Audiometrician 1 0

35 Administrative Officer 1 1

36 Accountant 2 2

37 ASO 1 1

38 Assistant Gr-2 2 2

39 Computer Operator (Outsource) 6 6

40 Driver (Outsource) 4 4

Total 457 460

Job Description

Job Profile

Job Title: B.M.O

Key Performance Areas

He is block level administrative officer. He has to implement and review fiscal and financial achievements

as per sanction plan. In order to supervise various facilities and field level activities he has to prepare ad-

vance tool programme of minimum 10-15 days.

I.E.C. Activities-Effectively asses and organize the IEC activities relating to Health & FW in the district

through: District IEC Bureau, PRI’s, ICDS & other Government Departments, NGO’s etc.

1. CURATIVE

He will see patients in OPD and indoor and as and when required in emergency. 2. The B.M.O has to plan, organize, implement and supervise all activities related to national health

programmes.

Maternal health

Child health Child health nutrition

Asha R.N.T.C.P

N.V.B.D.C.P NATIONAL CANCER, diabetes, heart disease and stroke control programme

N.P.H.C.E N.P.I.D.D

National deafness control National tobacco control

National fluorosis control

I.D.S.P

Job Profile

Job Title: CHIEF MEDICAL OFFICER

Key Performance Areas

The Chief Medical & Health Officer (CM &HO) in his capacity as the head of the district health

administration will be responsible to achieve the health goals in the district through appropriate

planning, effective implementation and monitoring of all preventive and curative health care ac-

tivities in the district. S/he will be responsible for co-ordination with all the government depart-

ments, PRIs, NGOs, social & community leaders.

Implementation of all activities as per P.I.P

1. National Programmes

Ensure effective implementation and achievement of the targets under the following national

programmes through supportive supervision - RCH, Integrated Disease Surveillance Programme,

Revised National Tuberculosis Control Programme, National Leprosy Eradication Programme, Na-

tional Programme for Control of Blindness, National AIDS Control Programme, National Pro-

gramme on IDD, National Cancer Control Programme, National Mental Health Programme, Na-

tional Vector Borne Disease Control Programme, School Health programme etc.

1.1- Maternal Heath

Orientation of district and block level medical and paramedical health service provider.

Provision of antenatal fixed day clinics (Tuesday and Friday) at all facility and village lev-

el(VHND) to ensure 3rd and 4th ANC checkup by medical officer.

Organization of monthly meetings of block medical and paramedical staff.

Activation of 24*7 delivery services in the identified facilities.

Refresher training of ANM regarding A.N.C checkup and training of A.N.M.T.C faculty for im-

plementation of Jannani Suraksha Yojna- display I.E.C CONSUMABLES equipment’s investigation,

sonography, blood transfusion, diet referral etc free of cost.

Support to medical colleges for free JSY scheme.

Payment of JSY through bank for which ASHA and ANM will facilitate in opening bank ac-

counts.

Physical verification of 5% JSY beneficiaries.

Providing performance based incentive to officers in districts.

Review of maternal deaths during district and block level meetings.

Supervision, renewal of blood storage units.

Review of caesarian sections, referral in referral out blood transfusion every month of

cemonac

Monitoring of standard treatment protocol of partograph, A.M.T.L.S, use of MAGSUPH, infec-

tion prevention.

Monthly review of 24*7 maternity services in BEMONC facilities regarding P.P.H eclampsia,

management of sepsis ,referral in and referral out.

Action regarding contractual appointment in cemonc and bemonc activities.

Training- bemonc, S.B.A training. For activating cemonc facilities nomination of medical of-

ficers regarding 16 weeks emoc and 24 weeks anesthesia training.

Review of services as per record for A.N.C, labour room O.T etc

Facility wise review of A.N.C delivery and post natal care.

Ensuring heomoglobin, BP checkup.

Tracking of management of severe anemia and severe P.I.H cases

Review of maternal and child tracking through M.C.T.S

Disciplinary action against unwanted and unmanaged referred cases

Review of treatment for medical emergencies(jaundice, heart disease, diabetes and malaria

and ceserian operation ventused, forceps and blood transfusion

Revie of seceps , P.I.H inevitable abortion etc at functional bemonc

Necessary actions for improvement and disciplinary action as per monitoring and feedback.

Use of injection Bethamethasone in dlivert cases of less than 34 weeks.

1.2- CHILD HEALTH

To ensure early breast feeding, monitoring of S.N.C.U

Availability of antibiotic, ORS, Zinc dispersable tablets for the management of diarrhea and

pneumonia in children

1.3 CHILD HEALTH NUTRITION

Making available I.F.A syrup, albandazol syrup and vitamin A syrup for childhood anemia and

bal suraksha mah

Review of functionality of N.R.C

Ensuring contractual human resource for N.R.C

Coordination with W.C.D for 100%bed occupancy in N.R.C

1.4 ADOLESENT HEALTH

Strengthening of A.R.S.H centre and its publicity

Availability of iron and albandazol tablets

1.5- IMMUNISATION

Monthly review of achieving fiscal and financial targets

Ensuring regular V.H.N.D at all levels

Training of medical and paramedical regarding immunization of medical activities.

Necessary action for controlling V.P.D and weekly review of A.F.P surveillance

Monthly review of cold chain

action after evaluation of monetary format submitted by medical officers and supervisors.

Weekly monitoring of vaccines and logistics

To identify best performer from S.H.C, sector, block for providing appreciation and action

against defaulters and low achievers

Timely management of training supervision, monitoring, reporting for pulse polio and bal su-

raksha mah

Ensuring maintenance or M.T.S record

Implementation of state and regional level instruction from time to time

1.6 HMIS

Timely entries of reports and validation of HMIS

1.7 Quality ASSURANCE’

Implementation of N.Q.A.S

Implementation of kayakalp scheme

1.8 URBAN HEALTH

Implementation of urban health, ASHA, community monitoring and supervision

1.9 FAMILY WELFARE

Supply of all commodities organization of L.T.T/N.S.V operation in routine and in camps

Implementation of prerna scheme

1.10 Implementation of following National programmes as per GOI guidelines

and P.I.P

R.N.C.T.C

N.V.B.D.C.P

National cancer, diabetes, heart disease and stroke control programme and N.P.H.C.E

National programme on I.D.D

National deafness control programme

National leprosy eradication programme

National tobacco control programme

National fluorosis control prog

I.D.S.P scheme

National AIDS control programme

Mental health,school health etc.

2. Acts & Rules

Facilitate, co-ordinate, supervise, monitor and implement the provisions of all the health sector

Acts and the Rules there in including Mental Health Act 1987, Persons with Disabilities Act1995,

Pre Natal Diagnostic Techniques Act, 1994, MTP Act 1971, Prevention of Food Adulteration Act

1954, Drugs & Cosmetics Act 1956, Human Organ Transplant Act 1994, Bio Medical Waste (Han-

dling and Management) Rules, 1998 and all other health related legislations envisaging role of

CM&HO

3. Disease Surveillance

Prepare an annual data base for emerging pattern of diseases through collection of data (C

to E) and plan appropriate interventions for effective prevention and control of diseases.

Introduce and implement systems to identify early warning symptoms of seasonal diseases

and take effective steps for prevention and control.

Ensure surveillance and effective measures for the prevention and control of vaccine pre-

ventable disease.

Identify the causes of maternal & child morbidity and mortality and take measures for their

reduction.

4. Community Participation

To take necessary steps to involve community, NGOs, PRIs, social and religious leaders, oth-

er government departments and public representatives in planning and implementation of Health

and FW Programme.

Ensure effective coordination with Panchayat Raj Institutions as laid down in government in-

structions from time to time and also ensure effective implementation of Govt. orders.

Take steps to involve private sector in health and family welfare programmes.

5. I.E.C. Activities

Effectively asses and organize the IEC activities relating to Health & FW in the district through:

District IEC Bureau, PRI’s, ICDS & other Government Departments, NGO’s etc.

6. Coordination

Act as member Secretary of district level co-ordination committee/district health society.

Maintain close co-ordination with district collector, Panchayat Raj Institutions, Education(

W.C.D), Welfare & Public Relation / Information Departments for active co-operation in health

care programmes.

7. Projects

Ensure effective and timely implementation of the on-going projects and achievements of physi-

cal and financial targets through respective officers.

8. Monitoring

Supervise through quarterly monitoring of Sub District Hospitals, CHCs & FRUs and ensure sub-

mission of monthly/quarterly reports to the regional and State level officers.

9. Administrative Functions

Postings and transfers including redistribution of medical, nursing and paramedical personnel

in the district as per government orders.

Ensure availability of all health workers and furnish monthly reports to the regional and

State level authorities.

Carry out routine and surprise inspections of all the subordinate offices and take follow up

actions.

Ensure that the problems and grievances of the staff are solved promptly.

Timely actions for RTI, court cases and expeditious implementation of orders of the courts.

Identify low performing institutions and remedial actions for optimum performance including

due actions against non-performers.

Ensure timely and adequate supply of drugs etc., including equipments to all the health insti-

tutions as well as adequate buffers in district stores for all emergencies particularly during epi-

demics, floods etc.

Issue requisite NOCs to industries in conformation of health standards under various Acts.

Facilitate the strengthening of PRI in context of health and family planning programmes.

Ensuring availability of all drugs, consumables for facilities under him

10.Accounts

Ensure appropriate utilisation of funds as per P.I.P sanctions and guidelines

Furnish accounts for all the funds received in the district including district Health Society and

committees for the health facilities as well as Village Health Sanitation Committees.

Ensure auditing procedures are completed well in advance and audit reports are furnished to

all the concerned authorities.

Dispose all of obsolete / condemned items and vehicles as per the Government orders in-

force.

Monitor and guide the activities of SHC/ PHC/ CHC committees, patient welfares societies of

hospitals, village health & sanitation committees.

Maintain coordination of primary and secondary level health care facilities.

The CM&HO would be visionary, planner, trainer, leader and implementer for the district.

Job Profile

Job Title: CIVIL SURGEON

Key Performance Areas

Duties and responsibilities of civil surgeons in District Hospitals are enumerated as below:

A. He/she will be responsible for the following administration related functions

(i) To act as administrative Head of the Institution

(ii) In-charge of planning and development of that hospital

(iii) Regular review of performances and taking steps for improvements

(iv) To act as DDO in respect of establishment of the Supdtt. Office

(v) In-charge of Capacity building for functionaries

(vi) Maintenance of Health Management Information System and submission of hospital performance reports

(vii) Human resource Management

(viii) Conduction of medical board for various cadres

B. He/she will be responsible for the following Preventive, Curative & Promotive Programme Management related functions

(i) Conduction of Daily round and Inspection

(ii) Allotment of duties/beds

(iii) Emergency & Admission services

(iv) Quality Assurance Programme including Medical Audits, Clinical record keepings

(v) Medico-Legal issues

(vi) Intra-departmental Coordination and inter departmental coordination

(vii) Implementation of various National/State Health Programmes

(viii) Disaster and mass casualty Management & Disease Surveillance

C. He/she will be responsible for the following Legal & Statutory related functions

(i) To act as Committee member/ member-secretary of different committees like DHFWS/ Rogy Kalyan Samity

(ii) Maintenance of order and discipline within the hospital including Safety & Security

(iii) Implementation of Fire-safety regulations

(iv) Implementation of Disability Act and issue of certificate

(v) Implementation of Birth & Death Registration Act

(vi) Implementation of Biomedical Waste Management related rules

(vii) Implementation of Cigarettes and Other Tobacco Products Acts

(viii) Sexual harassment: He/she shall set-up a committee according to the „Vishakha guide-lines‟

D. He/she will be responsible for the following Public Interface related functions

(i) Information Dissemination for patient/citizen related to services provided by the hospital including sinages, „May I help you‟ counters; etc.

(ii) Implementation of RTI Act

(iii) Visitor Management

(iv) Public Relation including grievance redressal system & patient satisfaction/feedback system

E. He/she will be responsible for the following Logistic & Infrastructure Management related functions

(i) Procurement of drugs, consumables, equipment and other medical supplies for the hospitals

(ii) Store & Inventory Management

(iii) Condemnation & Disposal of unserviceable items

(iv) Diet & Nutrition

(v) Vehicle Management

(vi) To ensure implementation of kayakalp guidelines such as-

Sanitation & hygiene as well as overall cleanliness and taking steps for pre-vention of Hospital Acquired Infection

Landscaping & Beautification

Pest-rodent-vector control

(vii) Physical Infrastructure maintenance & development

F. He/she will be responsible for the following Financial Management related functions

(i) Maintenance of Accounts & Collection of user charges

(ii) Audit & Verification of Accounts

G. He/she shall also take up any additional duty or responsibility entrusted by the Appropriate

Authority for the interest of public service. He/she will function under the overall adminis-trative control, guidance and supervision of the CMOH or Appropriate authority (hereinafter referred to as the Appropriate Authority as the case may be.

Job Profile

Job Title: DISTRICT HEALTH OFFICER 1

Key Performance Areas

District health officer is a health administrator under CMHO. He is supposed to implement, su-

pervise office and all the public health activities assigned to him. However D.H.O is expected to

implement and supervise following activities under various health programmes similar to C.M.HO

apart from family welfare programme. As per sanctioned R.M.N.C.H.A action plan, its execution

and of physical and financial achievements with the help of F.M.I.S tool. In order to supervise

health activities at various facility and field level he ha to prepare advance 2 programme for at-

least 10-15 days and work accordingly.

1. Maternal health

2. Child health

3. Child health nutrition

4. Asha

5. R.N.T.C.P

6. N.V.B.D.C.P

7. NATIONAL CANCER, diabetes, heart disease and stroke control programme

8. N.P.H.C.E

9. N.P.I.D.D

10. National deafness control

11. National tobacco control

12. National fluorosis control

13. I.D.S.P

1. National Programmes

1.1- Maternal Heath

·Orientation of block level medical and paramedical health service provider.

·Provision of antenatal fixed day clinics (Tuesday and Friday) at all facility and village level

(VHND) to ensure 3rd and 4th ANC checkup by medical officer.

·Organization of monthly meetings of medical and paramedical staff.

· Activation of 24*7 delivery services in the facilities under him

· Refresher training of ANM regarding A.N.C checkup and implementation

of Jannani Suraksha Yojna- display of services along with incentive given. Mak-

ing availabe consumables, equipment’s, investigation, blood transfusion, diet, referral ser-

vices etc free of cost.

· Payment of JSY through bank for which ASHA and ANM will facilitate in opening bank ac-

counts.

· Physical verification of 5% JSY beneficiaries.

· Review of maternal deaths during block level meetings.

· Maintenance of blood storage units.

· Provision of caesarian sections making available blood for transfusion

· Monitoring of standard treatment protocol of Partograph, A.M.T.L.S, use of Magsuph, infec-

tion prevention.

· Monthly review of 24*7 maternity services in BEMONC facilities regarding P.P.H eclampsia,

management of sepsis, referral in and referral out.

· Training- Bemonc, S.B.A training.

Review of services as per record for A.N.C, labour room O.T etc

· Review of A.N.C , delivery and post natal care.

· Ensuring heomoglobin, BP checkup of every antenatal cases

· Tracking of management of severe anemia and severe P.I.H cases

· Review of maternal and child tracking through M.C.T.S

· Treatment for medical emergencies(jaundice, heart disease, diabetes and malaria)

· Review of sepsis , P.I.H, inevitable abortion etc

· Encourage the staff for their improvement and disciplinary action as and when required

· Use of injection Bethamethasone in delivery cases of less than 34 weeks.

1.2- CHILD HEALTH

· To ensure early breast feeding and supplementary feeding after 6 months

· Availability of antibiotic, ORS, Zinc dispersable tablets for the management of diarrhea and

pneumonia in children

1.3 CHILD HEALTH NUTRITION

· Making available I.F.A syrup, albandazol syrup and vitamin A syrup for childhood anemia

and balsuraksha mah

· Review of functionality of N.R.C

· Ensuring contractual human resource for N.R.C

· Coordination with W.C.D for 100%bed occupancy in N.R.C

1.4 ADOLESENT HEALTH

· Strengthening of A.R.S.H Centre and its publicity

· Availability of iron and albandazol tablets

1.5- IMMUNISATION

· Monthly review of achieving fiscal and financial targets

· Ensuring regular V.H.N.D at all levels

· Training of medical and paramedical regarding immunization of medical activities.

· Necessary action for controlling V.P.D and weekly review of A.F.P surveillance

· Monthly review of cold chain

· Action after evaluation of monetary format submitted by medical officers and supervisors.

· Weekly monitoring of vaccines and logistics

· To identify best performer from S.H.C, sector, block for providing appreciation and action

against defaulters and low achievers

· Timely management of training supervision, monitoring, reporting for pulse polio

and bal surakshamah

· Ensuring maintenance or M.T.S record

· Implementation of state and regional level instruction from time to time

1.6 HMIS

· Timely activities, validation of HMIS

1.7 Quality ASSURANCE’

· Implementation of N.Q.A.S

· Implementation of kayakalp scheme

1.8 URBAN HEALTH

· Implementation of urban health, ASHA, community monitoring and supervision

1.9 FAMILY WELFARE

· Supply of all commodities organization of L.T.T/N.S.V operation in routine and in camps

· Implementation of prerna scheme

1.10 Implementation of following National programmes as per GOI guidelines and P.I.P

· R.N.C.T.C

· N.V.B.D.C.P

· National cancer, diabetes, heart disease and stroke control programme and N.P.H.C.E

· National programme on I.D.D

· National deafness control programme

· National leprosy eradication programme

· National tobacco control programme

· National fluorosis control programme

· I.D.S.P scheme

· National AIDS control programme

· Mental health, school health etc.

Job Profile

Job Title: DISTRICT HEALTH OFFICER 2/ DISTRICT FAMILY OFFICER

Key Performance Areas

DHO 1 and 2 is similar, only difference is that DHO2 will be in charge of F.W pro-

gramme. In order to supervise health activities at various facility and field level he

ha to prepare advance tour programme for at least 10-15 days and work accordingly.

1. D.H.O 2 has to implement and supervise family welfare programme under which following

activities will be done. As per sanctioned family welfare action plan he has to organize, im-

plement all the family welfare activities and ensure review of fiscal and financial achieve-

ments with the help of F.M.I.S tool.

2. Ensure continuous family welfare services as regard to temporary and permanent family

welfare measures.

3. To make available all the consumables, pregnancy test kits and logistics for various health

facilities and health workers.

4. To prepare L.T.T / N.S.V to prepare camp calendar and duty roaster

5. To prepare training calendar and supervise them to maintain list of L.T.T and N.S.V trained

staff and train staff for I.U.C.D and P.P.I.U.C.D

6. To ensure management of family welfare failure cases and complicated cases

7. To ensure arrangements of the organization of family welfare camps

8. To ensure village wise target couple list and provide services as per micro plan.

9. Presentation of family welfare operation related deaths, complications and failure cases

details in district quality assurance committee meetings.

10. Family welfare related Death audit

11. Distribution of temporary method consumables through ASHA. To ensure all activities un-

der ASHA scheme.

Job Profile

Job Title: DISTRICT IMMUNISATION OFFICER

Key Performance Areas

As per sanctioned immunization action plan implement all the activities, weekly review of financial

achievements with the help of HMIS tool

1. To prepare district immunization micro plan for effective implementation of the programme 2. Prepare annual calendar of vaccines/logistics and make available at district and all facility level. 3. To ensure biannual A.B.C.D survey

4. Maintainance/monitoring of cold chain equipments, repair on breakdows, auction of written off equipments

5. Monitoring activities of ASHA and ensure their payments.

6. Implementation/ review of M.C.T.S at district, block, sector level 7. Updation of services in M.C.T.S 8. Financial management of all management related activities as per P.I.P

9. Timely organization of sanctioned trainings 10. Surveillance and monitoring of V.P.D and coordination with I.D.S.P 11. Management of biomedical waste

12. Monitoring and review of A.E.F.I activities

13. Coordination and support of other departments like W.C.D, P.R.I institutions, education and re-view at D.H.S meetings.

14. Organisation/ supervision of immunization sessions and vaccine focal points. 15. Organisation of catch up rounds for dropouts.

Job Profile

Job Title: MEDICAL OFFICER

Key Performance Areas

Medical officer may be posted at DH, civil hospital, CHC, PHC. According to the facilities where he is post-

ed he will perform his duties. He has to perform his duties for preventive, curative and promotive health.

His routine work would be to provide curative services and will also do his duties for achieving national

health programme goals. If he is posted at PHC or block level he will prepare an advance tool programme

and will do monitoring supervision and evaluation of services rendered in National health programmes

1. CURATIVE He will see patients in OPD and indoor and as and when required in emergency. 2. PREVENTIVE

He is expected to perform his duties for following National Programmes.

Maternal health Child health

Child health nutrition

Asha R.N.T.C.P

N.V.B.D.C.P NATIONAL CANCER, diabetes, heart disease and stroke control programme

N.P.H.C.E N.P.I.D.D

National deafness control National tobacco control

National fluorosis control I.D.S.P

Maternal Health

Antenatal care- Antenatal checkup, urine test, BP, findings to be maintained in MCP cards. High-risk pregnancy identification- for severe anemia, high BP, twins, abnormal presentation etc.

Treatment of high-risk conditions if required referral to high-risk centers.

Providing I.F.A tablets to antenatal cases, mild and moderate anemia cases. For severe anemia, blood transfusion, iron sucrose injections.

As per protocols for proper obstetric care of labour, maintenance of Partograph to manage foetal and maternal distress.

Follow up of infection control protocol to reduce maternal and neonatal sepsis. To insure availability of drugs, consumables, equipment’s and other material required for labor

room and regular monitoring of their availability.

Identification of post natal complications and their management.

Maintenance of all record and registers as per MNH tool kit. Post partum sterilization and post partum IUCD services

To make available safe abortion services. 1. CHILD HEALTH

To ensure neo natal care Immunization as per schedules

Management of diarrhea and pneumonia and their monthly registration in HMIS

To provide ORS and zinc tablets to diarrhea cases. Review of neo natal and child health

Treatment to sick neonatal and their referral to higher Centre

2. National tobacco control

3. National fluorosis control 4. I.D.S.P

Job Profile

Job Title: SPECIALIST

Key Performance Areas

1. Administrative 2. Clinical

3. Supervision 4. Emergency 5. Training

6. National programmes 7. Quality Assurances

1. Administrative- The specialist will be in charge of his specialty in the hospital and will provide

services pertaining to their specialty. Other staff such as PgMo, Mo, nursing staff and support staff

will work under his guidance. There will be units if there is more than one specialist in particular

specialty. The ideal unit will comprise of 1 specialist and 2-3 PGMO’s. If there are more than 1

specialist than equal number of pgmo’s or MO’s will work under them. The specialist in charge of

particular specialty will maintain attendance of all the staff working under him. The staff under the

specialist will have to take permission of the in charge specialist for any leave. The specialist will

allot beds among PGMO’s. If there are more than 1 specialist beds will be equally distributed. The

specialist will be responsible for drugs, consumables, oxygen, equipment’s and their maintenance.

The specialist will dedicate various responsibilities to manage the department. The specialist will

be in charge of write off committee. The specialist will be one of the member of medical board.

2. CLINICAL- The specialist will ensure twice a day clinical care in the OPD and indoor. Referral to

superior hospitals will be on the recommendation of specialists. The specialist will organize clinical

meetings for morbidity and mortality reviews every fortnight for the improvement of clinical care.

The specialist will provide preoperative, operative and post operative care with the support of

medical and Para medical staff.

3. EMERGENCY- The specialist will attend emergency cases on call in the indoor and outdoor also.

He may designate any PGMO for attending a call in emergency. He will also ensure all emergency

drugs, consumables availability for emergency.

4. TRAINING- The specialist will give required training to the subordinate staff as and when re-

quired. All medical and Para medical staff must have skill of various life saving procedures, emer-

gency treatment and routine clinical care.

5. Quality assurance- As per NQAS guidelines will improve quality of care in his office department.

6. SUPERVISION- He will supervise performance of medical and Para medical staff from time to

time.

7. National programmes- He will ensure all services pertaining to national programs for achieving

public health goals.

Job Profile for District Public Health Nurse Officer

Job Profile

Job Title: District Public Health Nurse Officer (DPHNO)

Summary

The position holder is the member of the District Health team headed by Chief medical Health officer. she

is adviser on all matters related to nursing services and education at the district. DPHNOs are the link be-

tween the field level workers and managers at the District. it is their responsibility to monitor the perfor-

mance of grace root level nursing staff, solve their problems all brings them to notice of the district level of

mission. She guide and supervise the work performance of the filled staff i.e. field health workers, female

health supervisor.

Job Profile for Divisinal Deputy Director Nursing

Job Profile

Job Title: Divisional Deputy Director Nursing

To manage establishment issues of the nursing cadre and define as well as implement nursing inputs

in different health programs

To resolve the cases pertaining to time scale and pay scale of the nursing cadre of the assigned dis-

tricts in consultation with Nursing directorate

To compile confidential reports of nursing cadre with relevant comments and forward through Di-

visional joint director according to rules to the Nursing directorate

After the recruitment of candidates of nursing cadre, see to it that all the job requirement during

probation period are completed. Thereafter, recommend for increase in wage as per rules

To compile the seniority list of Nursing cadre for the division

To compile the information pertaining to nursing for the assigned division and forward it through

Divisional joint director to the nursing directorate as and when needed

Supervision of nursing training centers in the division as per INC, GOI and State government guide-

lines.

To improve the quality of nursing education

To organize continuing nursing education on a regular basis for improving knowledge and skills of

the nursing cadre employees

To supervise the work of DPHNO of the allotted districts

To compile and forward the information through Divisional joint director pertaining to approved,

filled and vacant positions of the nursing cadre.

To assist in monitoring and supervision of National programs pertaining to maternal health, child

health, family planning, nutrition , immunization and others at facility as well as field level in the

allotted districts.

Job profile for Matron

Job Profile

Job Title: Matron

Reports to: Civil Surgeon

Summary

The position holder is responsible for providing quality nursing care provided in the various units allotted

to her in the hospital. She also shoulders the responsibility of the general administration of the respective

units. The position holder is accountable and responsible for planning, directing and evaluating nursing

activities of the wards, including implementation of the department's philosophy and goals, standards for

nursing practice and the management and development of nursing personnel. She must provide leadership

and direction to all nurses working in the wards allotted to her.

Key Performance Areas

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern

Shows altruism in every act of patient care.

Maintaining professional decorum at all times and serving as a role model to their staff

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confiden-

tiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest.

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by in the Hospital or Directorate.

Translates hospital rules and regulations in all matters that best serves patients interest

Upholds the Nursing Code of Ethics issued by the Indian Nursing Council.

Refrains from absenteeism

Well-developed problem solving, analytical skills and critical thinking ability.

Ability to prioritize and cope with high and varied workload

Proven ability to respond calmly and effectively utilizing sound clinical judgment to manage an un-

predictable environment

Well-developed written and verbal communication skills

Demonstrates a commitment to quality.

Flexible, adaptable and embraces change.

NURSING ADMINISTRATION:

Must be aware of Governments Mission, Vision, and Scope of services, various policies & the organ-

ogram of the Directorateand NHM at the state level.

Building error prevention culture and ethical culture among junior nursing staff and also motivate staff

for adherence to nursing code of ethics and policies of Government for better outcome.

Take daily supervisory rounds of assigned units for corrective actions. To check for signage and dis-

play of departmental protocols.

To conduct daily patient interview and review the patient feedback mechanism in coordination with

RMO on monthly basis

To check the availability of patient and staff safety measures-Fire safety equipment, Bed rails, Stabi-

lizer, Spill kits, PPE etc (as per NQAS and monitoring check list)

Developing and maintaining roaster of nursing personnel for allotted wards.

Deploying staff when need arises as per the expansion and transition plan as required by the Hospital

and Directorate.

Knowledge regarding the SOPs and clinical protocols of the unit is mandatory

Participates in the planning, maintenance and inventory of equipment and supplies in the unit

Supervises non – professional staff in the cleanliness and orderliness of the ward (as per daily cleaning

schedule and checklist-Ref. KayakalpCleaning protocols) and transportation of the patient. To check

for availability of basic amenities in work areas such as water, electricity/power back up, sitting facili-

ty for patient’s attendants and staff)

Contributes periodically towards updating and incorporating newer protocols

To do monthly review of department assessment as per NQAS and Kayakalp checklist in coordination

with RMO.

Ensures that all appropriate information discussed in the Nursing Management meeting is passed on to

the ground level staff and that confidential information remains secure.

Provides inputs for Annual Confidential reports as required

Checks the Inpatient files, records and charts for completeness of the recording and nursing care notes

for units allotted. Also in maintaining up to date data in various information management systems

Attends Consultant doctor’s rounds as and when required.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning protocols, needle-stick injury protocols, spill management, prevention of

surgical site infection, prevention of catheter related blood stream infection, prevention of catheter re-

lated urinary tract infection, prevention of Ventilator Associated Pneumonia, guidelines for nosocomi-

al infections (Eg.MRSA, Acinetobacter).

Contributing as a committee member in assigned committees of the Government Hospital.

Liaise with consultants and heads of other departments for effective implementation of patient care

and minimize errors of omission and commission.

Balancing between providing excellent nursing care and achieving high nurses’ satisfaction through

initiatives such as employee of the month, Best Department, Nomination of the staff for trainings etc.

Conducting nursing care audits based on Standard Operating Procedures developed and circulated by

the Directorate of Health service for different National programs from time to time.

Providing leadership and clinical decision making to all nurses and other members ( housekeeping

staff etc.) of the unit.

Ensure periodic reporting to Nursing Superintendent, RMO and Civil surgeon for corrective actions.

Supporting the Nursing Superintendent in all aspects of quality care and nursing administration at the

Hospital where she is posted

EDUCATION:

Acts on request by the Nursing Suprindentant to conduct CNE classes

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Works closely with the Principal and faculty of School of Nursing, College of Nursing and ANMTC

in formulating the clinical rotation plan and identifies the learning objectives of students as per INC

syllabus and share it with the nursing sisters for effective utilization of students time spent in their

clinical practice site and ensure compliance of clinical rotation plan.

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Ensuring safe medication management practices that include drug calculation, IV therapy, drug indent-

ing and administration, prevention of drug errors, monitoring of fridge temperature, look alike and

sound alike medications and crash cart maintenance.

Ensuring patient safety following patient safety goals including provision of care for the vulnerable

patients.

Consults and coordinates with the medical team members to assess, plan, implement and evaluate pa-

tient care plans

Guides the staff nurses of the unit in caring for patients with complicated treatments and care

Supervises the staff nurses of the unit during care delivery and throughout the shift

Provides ward and hospital orientation to the new staff of the unit

Ensures that all the staff nurses of the unit conduct an initial thorough assessment of every patient up-

on admission

Ensures that all the staff nurses of the unit perform ongoing assessment of patients to identify needs

and problems. Seeks medical assistance when required and ensures that it is provided

Ensures that the paramedical services reach patients on time. For example: Diet

Renders comprehensive care to the patient with special attention to the psychological and educational

needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

RESEARCH:

Improve patient care through interdepartmental audits

Implement evidenced based practice

Involving in measuring, analyzing and interpreting quality indicators, and developing action plan to

reach the set target.

Job Profile of Nursing Sister

Job Profile

Job Title: Nursing Sister

Summary

The position holder is responsible for general functioning of the unit/ward. She is responsible for assigning

staff nurses to patient care. She is responsible for checking the patient file for completeness and mainte-

nance of stock and all equipment within the unit.

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient. As part of a multidisciplinary team the position holder will have re-

sponsibility for assessment of care needs and evaluation of programs of care ensuring the delivery of high

quality care to patients. She is responsible for supervision of staff nurses during the designated shifts.

Key Performance Areas

RESPONSIBLITIES

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern

Demonstrates caring, comforting, qualities and communicates with an empathetically and individual-

istic approach

Shows altruism in every act of patient care

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confi-

dentiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest

Understands and follows the hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by the matron.

Translates hospital rules and regulations in all matters that best serves patients interest

Serves as a role model to the Nursing team in all her activities

Upholds the nursing code of ethics of the Indian Nursing Council.

Follows the duty rotation and plans leave ahead with the matron.

Refrains from absenteeism.

Well-developed problem solving and analytical skills

Ability to prioritize and cope with high and varied workload

Proven ability to respond calmly and effectively utilizing sound clinical judgment to manage an un-

predictable environment

Well-developed written and verbal communication skills

Flexible, adaptable and embraces change

Professional demeanor and high level of personal integrity

ADMINISTRATION:

Must be aware of Governments Mission, Vision, and Scope of services, various policies, the organo-

gram and line of authority of the hospital.

Manning the unit by assigning patients based on the hours of nursing care needed.

Deploying staff when need arises as per the expansion and transition plan as per the need of the hospi-

tal.

Monitoring quality of patient care incorporating evidence based nursing practices within their scope

of administration.

Developing unit based and competency based skill matrix and ensuring bed side hands on skills for all

levels of staff in their respective areas of practice - Wards/ER, OPD, Peripheral departments/

ICU’s/OT.

Ensuring the provision of safe environment in both preventive and promotive aspects for all patients,

relatives and significant others.

Maintaining interdepartmental, inter-unit coordination and communication.

Building error prevention culture and ethical culture among junior nursing staff with strict adherence

to nursing code of ethics and government policies.

Identifying and evaluating key result areas and relevant action plans within their scope of administra-

tion.

Balancing between providing excellent nursing care and achieving high nurses’ satisfaction.

Conducting nursing care audits based on Standard Operating Procedures developed by the depart-

ment.

Involving in measuring, analyzing and interpreting quality indicators, and developing action plan to

reach the set target.

Contributing as a committee member in assigned committees.

Maintaining appropriate feedback system both vertical and horizontal without disturbing the morale

of the individuals and educate them on the same.

Liaise with consultants and heads of other departments for effective implementation of patient care

and minimize errors of omission and commission.

Maintain relevant documents and adhere to established reporting system including various infor-

mation management systems

Periodically updating knowledge on clinical and administrative areas, translating them at the bed side

and participating in their continuing nursing education.

Contributing to the educational requirement of the staff by doing need analysis and ensuring that their

learning needs are met.

Contributing to the educational needs of the support staff in terms of housekeeping, repair, and

maintenance, thereby ensuring environmental safety for patients.

Providing leadership and clinical decision making to all nurses and other members (housekeeping

staff etc.) of the unit.

Ensuring adequacy of stock by indenting, maintaining the same, keeping in mind the need for contin-

uous improvement, a long term approach to work that systematically seeks to achieve small, incre-

mental changes in processes in order to improve efficiency and quality.

Checking all equipment and instruments for its working condition before start of surgery and co-

ordinate with the matron and the consultant. In case of handling a faulty equipment, network with the

bio-medical engineer or concerned authority.

Predicting emergency situations and preparing the unit for its smooth function.

Developing problem solving technique and analytical skills.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning and fumigation protocols, needle-stick injury protocols, spill manage-

ment, prevention of surgical site infection, prevention of catheter related blood stream infection, pre-

vention of catheter related urinary tract infection, prevention of Ventilator Associated Pneumonia,

guidelines for nosocomial infections (MRSA, Acinetobacter).

Ensuring safe medication management practices that include drug calculation, IV therapy, drug in-

denting and administration, prevention of drug errors, monitoring of fridge temperature, look alike

and sound alike medications and crash cart maintenance.

Ensuring patient safety following patient safety goals including provision of care for the vulnerable

patients.

Knowledge regarding the SOPs and clinical protocols of the ward/unit is mandatory

Participates in the planning, maintenance and inventory of equipment and instruments and supplies in

the unit

Ensures that the Nursing Care protocol is followed in rendering nursing care

To check the completeness of all records maintained by the nurses of the unit every day during the

designated shift

Interpret the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required

Supervises non – professional staff in the cleanliness and orderliness of the ward and transportation of

the patient.

Contributes periodically towards updating and incorporating newer protocol

Attends Consultant doctor’s rounds and get the needful done in its appropriate time.

EDUCATION:

Acts on request by the Matron to conduct CNE classes within the unit and facilitate incidental teach-

ings.

Updates knowledge with current advances in treatment, care and research.

To assist the Parent Hospitals Nursing faculty to give constructive feedback of nursing students post-

ed in their respective wards using the clinical evaluation checklist prescribed by INC and help the stu-

dent complete their clinical requirements in a timely manner.

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the training of non-professional staff in the unit

Ensures that the patient educational needs are met liasing with appropriate counselors and consultants.

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the supplies are adequate in the ward. Makes an indent from general stores as required

Maintains the various registers of the wards.

Maintains strict taking over and handing over of the patient.

Ensures that the handing over and taking over of the client takes place at the bed side

Consults and coordinates with the medical team members to assess, plan, implement and evaluate pa-

tient care plans

Guides the staff nurses of the unit during the designated shift in caring for patients with complicated

treatments and care

Assists the staff nurse of the unit in planning care

Supervises the staff nurses of the unit during care delivery and throughout the shift

Is responsible and accountable for the smooth running of the designated shift

Provides ward and hospital orientation to the new staff of the unit

Ensures that all staff nurses inform and report blood reports and investigations on time to the con-

cerned physician for treatment decision

Supervises safe transportation of the patient to diagnostic tests/other wards or units

Ensures that all the staff nurses of the unit conduct an initial thorough assessment of every patient up-

on admission

Ensures that all the staff nurses of the unit perform ongoing assessment of patients to identify needs

and problems

Ensures that the paramedical services reach patients on time. For example: Dietary.

Makes keen observation for early identification of warning signs of complication

Seeks medical assistance and ensures that it is provided

Renders comprehensive care to the patient with special attention to the psychological and educational

needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

Prepares patients and their family for discharge and home care if any to continue

Update the data then and there for effective compilation and easy analysis.

RESEARCH:

Improve patient care through interdepartmental audits and cross learning from other departments.

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile for Nursing Superintendent

Job Profile

Job Title: Nursing Superintendent

Summary

The position holder is accountable and responsible for planning, directing and evaluating activities of the

nursing department, including implementation of the department's philosophy and goals, standards for

nursing practice and the management and development of nursing personnel. She provides leadership and

direction in all nursing matter. She shall lead the team with system building, and branding, to bring nursing

to visibility, and be a key person in restructuring and reframing nursing care and practice at the allotted

Government Hospital in the state of Madhya Pradesh. She works towards standardization of nursing care

with Evidence Based implementation of Nursing and develop strategic plans for nursing, being a member

in the Senior Leadership Team and the Strategic Planning Team of the concerned Government Hospital in

the state of Madhya Pradesh.

Key Performance Areas

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern and respond to the call of duty.

Shows altruism in every act of patient care

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confiden-

tiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest.

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by in the Hospital or Directorate.

Translates hospital rules and regulations in all matters that best serves patients interest

Serves as a role model to the Nursing team in all her activities

Upholds the Nursing Code of Ethics and professional conduct for nursing practice issued by the Indian

Nursing Council.

Refrains from absenteeism

Well-developed problem solving, analytical skills and critical thinking ability.

Ability to prioritize and cope with high and varied workload.

Proven ability to respond calmly and effectively utilizing sound clinical judgment to manage an unpre-

dictable environment

Well-developed written and verbal communication skills

Demonstrates a commitment to quality.

Flexible, adaptable and embraces change.

Professional demeanor and high level of personal integrity.

ADMINISTRATION:

Is responsible for the direct patient care given in the hospital.

Provide leadership, direction and support for Governments development projects/ transformational pro-

jects/ quality initiatives within the Hospital.

Planning, directing and evaluating activities of the nursing department, including implementation of

the Governments mission, vision and philosophy to excel in standard of nursing care.

Formulate and disseminate the nursing mission, philosophy and objectives.

Develop, review, approve and enforce written departmental policies and procedures.

Prepare a written plan of response by nurses in case of internal or external disaster and prepare for im-

plementation in case of necessity.

Develop and display a written table of organization depicting the positions of the nursing department,

channels of communication and the relationship of the nursing department with other departments.

Participate in the development of overall direction and policies for the Government based on the health

needs of the community.

Determine and communicate resources needed for the nursing department to carry out its functions and

submit written reports as required.

Estimate needs for facilities, supplies and equipment.

Collaborate with the administrative staff, other department personnel and representatives of allied

groups in planning services for patients.

Establish and maintain an effective system of records and reports. Contribute towards various infor-

mation management systems in the hospital

Maintain good working relationship and frequent liaison with other department managers and the di-

rectorate through proper channel.

Provide inputs for Annual Confidential Report and maintain a Gradation List of the Nurses of all cate-

gories in her Institution.

Ensure high level patient satisfaction and work satisfaction of nurses.

Initiate disciplinary action for noncompliance and non-adherence to policies, procedure and protocols.

Hold regular meetings with nursing department managers individually and collectively.

Develop a mechanism for nursing staff to give input into nursing administration decisions.

Be a part of steering committee to succeed for Empanelment and Accreditations as required by the

Government.

EDUCATION:

Ensure that a comprehensive orientation program is conducted for all new nursing personnel.

Plan, coordinate and participate in nursing in-service training.

If it is an affiliated hospital for nursing institution, work closely with the Principal and faculty of

School of Nursing, College of Nursing and ANMTC in formulating the clinical rotation plan and iden-

tifies the learning objectives of students as per INC syllabus and share it with the nursing sisters for ef-

fective utilization of students time spent in their clinical practice site and ensure compliance of clinical

rotation plan.

Participate and promote interest in the activities of professional nursing as evidenced by attendance at

professional seminars and community activities. Brand the Government and profession through publi-

cation and by representing in various conferences, professional forum and ceremonies.

CLINICAL PRACTICE:

Make daily rounds on the patient care areas using tracking tools to identify and resolve issues faced by

the patients.

Encourage a collaborative model of patient care by providing opportunity for nursing personnel to plan

with the medical staff and other disciplines for the total needs of patients.

Oversee the development and timely revision of nursing procedures to enhance quality of care.

Attend to patient complaints unresolved at lower levels.

Keep abreast of new technological developments in nursing and health care.

Ensure the clinical competency of each nurse prior to assignment of independent patient care activities.

Make effort to make current nursing books and journals available to staff nurses and encourage re-

search-based practice.

QUALITY:

Contribute for development and implementation of policy, protocol and standards for safe and quality

patient care.

Utilize standards for measurement of quality, as prescribed by State Government, of nursing care to be

rendered.

Develop a mechanism to train and reduce the number of error occurrence while handling, transcribing

and administering medicine. Identify prescription errors and report to concerned authorities.

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches, cross cultural researches and Implement ev-

idenced based practice.

Job Profile of OPD Staff Nurse

Job profile

Job Title: OPD Staff Nurse

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient. As part of a multidisciplinary team the post holder will have respon-

sibility for assessment of care needs and evaluation of programs of care ensuring the delivery of high

quality care to patients. Under the general supervision of a Physician, provides professional nursing care

for outpatient department patients following established standards and practices.

Key Performance Areas

Greeting patients and preparing them for physician examination. Screening patients for appro-

priate information and instructing them in collection of samples and tests

Aiding physician as required during treatment, examination and testing of patients

Performing general nursing care to patients

Preparing equipment and ensuring treatment table is clean and stocked with required supplies

and materials

Administering prescribed medications and treatments in accordance with nursing and hospital

standards

Maintaining and reviewing patient records, charts and other pertinent information;

Maintaining patient confidentiality.

Responding to enquiries relating to patients, lab requests, x-rays, prescription, requests, etc.

Co-ordination of appointments for specialist referrals, x-rays lab testing, etc. and conveying

pertinent instructions and information to the patient

Performing other related duties within the OPD as may be assigned.

Delivering quality nursing care with compassion, competence and critical thinking skills in

their respective outpatient departments.

Demonstrating caring, comforting, qualities and communicates with an empathetically and in-

dividualistic approach.

Ensuring the provision of safe environment in both preventive and promotive aspects for all pa-

tients, relatives and significant others.

Maintaining interdepartmental, inter-unit coordination and communication.

Possessing knowledge regarding the Standard Operating Procedure (SOP)s and clinical proto-

cols of the Respective OPD.

Interpreting the department's policies and procedures to personnel, residents, visitors, and ac-

crediting bodies as required.

Liaising with consultants and heads of other departments for effective implementation of pa-

tient care and minimizing errors of omission and commission.

Maintaining relevant documents and adhering to established reporting system.

Periodically updating knowledge on clinical areas, translating them at the bed side and partici-

pating in their continuing nursing education.

Maintaining professional decorum at all times.

Predicting emergency situation and preparing the unit for its smooth function.

Ensuring that all investigation reports are collected and reported on time to the concerned phy-

sician for treatment decision.

Reporting high alert investigation results to the consultant and seeks advice for prompt action

and record the interventions done.

Ensuring safe transportation of the patient to diagnostic tests/wards

Performing ongoing assessment of patients to identify needs and problems.

Making keen observation for early identification of warning signs of complication.

Participating effectively in hospital infection control policies including hand-washing, bio-

medical waste management, cleaning and fumigation protocols, needle-stick injury protocols

and spill management.

Practicing safe medication management principles that include drug calculation, IV therapy,

drug administration, prevention of drug errors, monitoring of fridge temperature, look alike and

sound alike medications and crash cart maintenance.

Rendering safe patient care following patient safety goals including provision of care for the

vulnerable patients.

Supervising non – professional staff in the cleanliness and orderliness of the ward and transpor-

tation of the patient.

Job Profile for OT Staff Nurse

Job Profile

Job Title: OT Staff Nurse

Reports to: Location of posting:

Job Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient in OT. As part of a multidisciplinary team the post holder will have

responsibility for assessment of care needs and evaluation of care ensuring the delivery of high quality care

to patients. She will be responsible for assisting surgeons with various surgical intervention planned or

function as the circulating/ floor nurse of the assigned OT.

Key Performance Areas

RESPONSIBLITIES:

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confi-

dentiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by in the senior Nursing Officers.

Well-developed problem solving and analytical skills

Translates hospital rules and regulations in all matters that best serves patients interest

Upholds the Nursing Code of Ethics laid by INC.

Follows the Duty Rotation and plans leave ahead with the in-charge. Thereby ensuring and maintain-

ing adequate nurse patient ratio during every shift in accordance with hospital policy

Refrains from absenteeism

Identifies role models to develop professionally

ADMINISTRATION:

Must be aware governments, Vision, Scope of services, various policies and the Hospitals line of au-

thority.

Relieves the in-charge as and when required

Participates in the planning, maintenance and inventory of equipment and supplies in the OT.

Ensures that the Nursing Care protocol is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the concerned OT.

Makes written and oral reports/recommendations concerning the activities of his/her shift as required

for continuity of care

Supervises non – professional staff in the cleanliness and orderliness of the OT and transportation of

the patient.

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient safety and care in the concerned OT

Makes suggestions for improving patient care facilities

Coordinates with medical non-medical team for the smooth functioning of OT.

Coordinates with various departments like the CSSD, Biomedical, Purchase, Pharmacy, Laundry,

Maintenance and Operations.

Develop, review, approve and enforce written departmental policies and procedure.

EDUCATION:

Acts on request by the seniors to conduct Continuing Nursing Education (CNE) classes and actively

participate as a resource person when opportunity is given.

Updates knowledge with current advances in surgical techniques & instruments, inventory control,

HIC policies, treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the development, planning, conducting, and scheduling of CNE training classes that

provides instructions on "how to do the job".

Ability to take the role of clinical preceptor when the student nurses are posted in the OT.

Actively involves in unit based teaching-learning

Participates in the training of Non Professional staff in the unit

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every surgery

Ensures that the equipment and supplies including medications are ready for the following surgery.

Predicting emergency situation and preparing the unit for its smooth function.

Reporting high alert investigation results to the sister in-charge and seeks medical help for prompt ac-

tion and record the interventions done.

Ensuring safe transportation of the patient to ICU/wards.

Conducting an initial thorough assessment of every patient after receiving in OT and ensure that the

surgical safety checklist is filled.

Performing ongoing assessment of patients to identify needs and problems.

Making keen observation for early identification of warning signs of complication intraoperatively.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning and fumigation protocols, needle-stick injury protocols, spill manage-

ment, prevention of surgical site infection, prevention of catheter related blood stream infection, pre-

vention of catheter related urinary tract infection, prevention of Ventilator Associated Pneumonia,

guidelines for nosocomial infections (MRSA, Acinetobacter).

Practicing safe medication management principles that include drug calculation, IV therapy, drug in-

denting and administration, prevention of drug errors, monitoring of fridge temperature, look alike

and sound alike medications and crash cart maintenance.

Providing patient safety following patient safety goals including provision of care for the vulnerable

patients.

Ensures that all biomedical equipment like OT Light and tables are checked in the morning and that

the respective checklist is signed.

Delivering quality nursing care with compassion, competence and critical thinking skills in their OT

Demonstrating caring, comforting, qualities and communicates with an empathetically and individual-

istic approach.

Ensuring the provision of safe environment in both preventive and promotive aspects for all patients,

relatives and significant others.

Maintains accurate, detailed reports and records about the intraoperative nursing care provided and

patient responses to care and treatment

Administer inotropes medication, calculate doses and maintain current knowledge of medication.

Assist the surgeon during surgery with utmost concern for patient safety.

Maintain count of the operative instrument /Swabs/etc. used during surgery and count book updating.

Ensure that the OT nurses collect the OT medicines from the pharmacy.

Ensure that all the items are available for the case in the OT.

Supervise the distribution of OT instruments set in each OT.

Ensure the disposable items and biomedical waste are disposed as per hospital policy.

Ensure that all the specimens have been sent to the pathology department immediately following the

surgery.

Indent for the OT supplies should be raised.

Assessment, implementation and evaluation of individual patient care, including physical, psycholog-

ical and psychosocial needs

Proper economical use of equipment and supplies, inform proper authority of discrepancies.

Keeps abreast of changing techniques in operation theater nursing and maintains a high level of ex-

pertise in OT.

Consults and coordinates with the medical team members to assess, plan, implement and evaluate pa-

tient care plans

Ensures that all investigation reports are collected and reported on time to the concerned physician for

treatment decision.

Endorse patients to ICU with stabilized vital signs.

Acts as a liaison between the patient, family and hospital personnel as and when required

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile for Principal (Job profile for Vice- Principal is similar to Principal)

Job Profile

Job Title: Principal

Summary

The position holder is the administrative head of the Nursing institute. She is responsible for providing

professional development and quality education services by implementing the standards of INC and pre-

paring students for contemporary practice and supporting them in acquiring the knowledge and skills so

that they can competently meet the health care need of the patients.

Key Performance Areas

ATTITUDE AND BEHAVIOUR:

Demonstrate open-mindedness — respect for and tolerance of diverse ideas in teaching, scholarship

and collaboration.

Shows altruism — concern for the welfare of students as priority.

Encompasses life-long learning — commitment to maintaining professional competency throughout

the professional nursing career.

Possesses leadership — ability to set and achieve goals and to improve on day to day basis.

Ability to model the affective, cognitive and psychomotor domains of knowledge.

Promotion of a collegial atmosphere

Assumes accountability — for the learning of students, responsibilities given by the principal and re-

cipients of nursing and health care.

Shows competency — demonstration of knowledge and skills in nursing practice, teaching (in the

classroom and in clinical settings), evaluation, curriculum development and collaboration.

Interdisciplinary approach — collaboration with other health professions, educators and other constitu-

ents in delivering state-of-the-art learning opportunities.

Seeks human dignity — respect for and sensitivity toward the worth and uniqueness of individuals and

populations

Practices integrity — adherence to the nursing code of ethics by INC and recognized standards of pro-

fessional practice

Coordinates, maintains interpersonal relationship and team spirit for the best possible outcome of stu-

dents.

Upholds the Nursing Code of Ethics and professional conduct for nursing practice issued by the Indian

Nursing Council.

Refrains from absenteeism.

Ability to prioritize and cope with high and varied workload.

Proven ability to respond calmly and effectively utilizing sound judgment to manage an unpredictable

environment.

Well-developed written and verbal communication skills.

Impartial and adherence to Principles of natural justice in treating students and faculty.

Demonstrates a commitment to quality education and care which has to be rendered to students.

Flexible, adaptable, embraces change, holds professional demeanor and high level of personal integri-

ty.

ADMINISTRATION:

As the administrative head she will be responsible for smooth Implementation of INC syllabus.

Assisting the government and actively involved in the recruitment process and abide by the rules of

State Government.

Planning for orientation program for the new student and staff.

Provide an appropriate climate for learning, and facilitate the adult learning process by developing,

planning in which syllabus is equally distributed to all the Faculty and ensuring the syllabus is com-

pleted on time.

Collaborate and communicate effectively with other department, agencies or individuals to plan and

meet the educational needs. Maintain good working relationship and frequent liaison with other de-

partment heads.

Communicate effectively with Statutory bodies including Indian Nursing council, State nursing coun-

cil, Medical University as well as with State directorate and State Health Society, NHM.

Lead and encourage maintaining appropriate records, activities with ongoing monitoring on monthly

basis and report to the Directorate as and when required. Estimate needs for facilities, supplies and

equipment for the purpose of quality education and communicate with the directorate.

Ensure that the necessary supply of stationary and materials to prepare AV aids are made available to

the Faculty for effective teaching.

Propose budget annually and ensure effective utilization of the budget as per the guidelines issued by

the government.

Periodic intradepartmental and interdepartmental meetings with Faculty, Nursing Suprindentant and

Matron to be conducted and gaps identified in Teaching – learning in class and clinical practice site is

to be addressed effectively for best possible outcome of the students.

To engage, co-ordinate and supervise the living condition of students hostel along with the warden and

ensure adherence as per INC guidelines.

Establish good co-operation and co-ordination between nursing institute and nursing service depart-

ment to promote better education and service.

EDUCATION:

Ensure continuous learning and steady progress throughout the course working out the syllabus laid

down by INC.

Effective planning of an academic year developing a master rotation plan and academic calendar.

Ensure compliance to recommendation of INC in the system of awarding internal marks.

Ensure time table is prepared on weekly/monthly basis.

Provide an appropriate climate for learning, and facilitate the adult learning process by developing,

planning, and presenting educational activities and directly or indirectly fostering the development of

competence in the nursing students.

Encourage the faculty to assist learners identify both their learning needs and the effective learning ac-

tivities required to meet those needs while fostering a positive attitude about the benefits and opportunities

of life-long learning

Personal knowledge, skills and abilities to perform the following as well as has the knowledge, skills,

and abilities to teach nursing care providers the following concepts.

Utilize the nursing diagnosis approach and assessment to develop, implement, evaluate and revise an

appropriate patient plan of care

Adhere to examination guidelines issued by concerned authorities

Identify specific patient care problems that effect program planning and development

Knowledge of a variety of educational options such as academic education, experiential learning, con-

sultation, teaching others, professional reading, research, and self-directed activities

CLINICAL PRACTICE:

Make daily rounds in the patient care area were students are practicing as required by the Indian Nurs-

ing Council for a minimum of 4 hours.

Ensure faculty are spending effective 4 hours for better student outcome.

Oversee the development and timely revision of nursing procedures in discussion with the NS and ma-

tron to enhance quality of care in the hospital.

Keep abreast of new technological developments in nursing education and health care.

Make effort to make current nursing books and journals available to student nurses and encourage re-

search-based practice.

RESEARCH:

Involve in interdepartmental audits of the hospital.

Explore possibility of interdisciplinary clinical researches, cross cultural researches and Implement ev-

idenced based practice.

Job Profile of Sister Tutor

Job Profile

Job Title: Sister tutor

Summary

The tutor at the ANM Training Center, Govt.School of Nursing and College of Nursing would function as

a full time faculty of the institution leadingand assisting the principal in planning, implementing and eval-

uating the ANM/GNM/CON educational programs. The tutor will train the ANM/GNM/BSc students as

per the syllabus of the Indian Nursing Council and the latest RMNCH protocols of the MOHFW, GoI. This

position requires nursing-midwifery education, experience and technical expertise in SBA, FP and/or

Newborn and Child Health, coordination skills and ability to develop positive, professional working rela-

tionships with various counterparts.

Key Performance Areas

1. ATTITUDE AND BEHAVIOUR:

Shows altruism — concern for the welfare of students.

Encompasses life-long learning — commitment to maintaining professional competency

throughout the professional nursing career.

Possesses leadership — ability to set and achieve goals and to improve on day to day basis.

Ability to model the affective, cognitive and psychomotor domains of knowledge.

Promotion of a collegial atmosphere among nursing, other health care professions and the

community

Demonstrate open-mindedness — respect for and tolerance of diverse ideas in teaching,

scholarship and collaboration.

Assumes accountability — for the learning of students, responsibilities given by the princi-

pal and recipients of nursing and health care.

Shows competency — demonstration of knowledge and skills in nursing practice, teaching

(in the classroom and in clinical settings), evaluation, curriculum development and collabo-

ration.

Interdisciplinary approach — collaboration with other health professions, educators and

other constituents in delivering state-of-the-art learning opportunities.

Seeks human dignity — respect for and sensitivity toward the worth and uniqueness of in-

dividuals and populations

Practices integrity — adherence to the nursing code of ethics and recognized standards of

professional practice

Coordinates and maintains interpersonal relationship and team spirit for the best possible

outcome of students.

2. ACADEMICS:

Train the ANM/GNM/BSc students in nursing and midwifery courses as per the latest INC sylla-

bus, Government of India protocols for Reproductive, Maternal, Newborn and Child Health

(RMNCH).

Coordinate with Principal, Nursing Suprindentant, and matron in planning, implementation and

evaluation of the educational programs.

Assist in the development, implementation and evaluation of staff and student welfare programs.

Function as the class coordinator for a particular group of students during the academic year.

Develop master rotation plan, clinical rotation plan and time table for the smoothing coordination

and conduction of the course components.

Participate in staff development programs.

Participate in teaching in various educational programs.

Prepare teaching materials and arrange for external lectures.

Participate in clinical teaching.

Conduct evaluation of the student’s progress as per the norms of the statutory body.

Is available for consultation with the Principal for day-to-day academic activities

Conducting, constructing and evaluating the tests, assignments and final examinations.

Helping students in extracurricular activities.

Maintenance of class room and laboratory equipment, supplies and teaching aids.

Maintain all students' records including cumulative record, practical record, health record etc.

Facilitate the quality improvement process by implementing the performancestandards.

3. SUPERVISORY:

Share responsibility with Principal in supervision of students

Prepare the academic calendar under the guidance of the principal.

Participate in orientation programs for new students.

Provide academic guidance to the students.

Write students’ performance report as assigned by Principal and reviews evaluation report of the

assigned students.

Coordinate with Medical Officer and hospital staff in the preparation of clinical rotation plans and

clinical area postings for the students.

Supervise and guide the students during clinical practice.

Facilitate functioning of School Library in coordination with Librarian/Faculty in-charge

4. HUMAN RELATION:

Share responsibility with Principal and Vice-Principal in identifying conflicts among student and

staff members and initiate solution, consult and inform when necessary.

Share responsibility with Principal and Vice-Principal in informing parents about students' pro-

gress, problems etc.

Facilitate guidance and counseling to students' as per need.

5. KNOWLEDGE MANAGEMENT /KNOWLEDGE SHARING:

Participate in the trainer’s development program and update the knowledge and skills to function as

full-fledged trainer for the students

Constantly update the knowledge on the recent trends in health care.

Provide skills training for the student and staff trainees in the skills lab, evaluate for competency

Attainment and help in hands on practice in the clinical area under close supervision.

Co-ordination and conducting in-service education programs.

6. CLINICAL PRACTICE:

Make daily rounds in the patient care area were students are practicing as required by the Indian Nurs-

ing Council for a minimum of 4 hours.

Oversee the development and timely revision of nursing procedures in discussion with the NS and ma-

tron to enhance quality of care in the hospital.

Keep abreast of new technological developments in nursing education and health care.

Make effort to make current nursing books and journals available to student nurses and encourage re-

search-based practice.

7. RESEARCH:

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Job Profile of Staff nurse- Blood Bank

Job Profile

Job Title: Staff Nurse(Blood Bank)

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating the

nursing care given to the donor in the Department of Transfusion Medicine. As part of a multidisciplinary team

the post holder will have responsibility for assessment of care needs and evaluation of programs of care ensur-

ing the delivery of high quality care to donor. To take Proper care, counsel the donors for donation & aphaere-

sis (Plasma, Platelets) and to provide appropriate post donation care and to maintain all documents pertaining to

donor area.

Key Performance Areas

Responsibilities

ATTITUDE AND BEHAVIOUR:

Seeks to treat donors ethically maintaining right to dignity, privacy, autonomy and confidentiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves donor’s

interest. Understands and follows the Hospital rules and regulations and demonstrates positive attitude

when it comes to additional duties required by in the Senior Nursing Officers.

Translates hospital rules and regulations in all matters that best serves patients interest

Serves as a role model to the Nursing team in all his or her activities

Upholds the Nursing Code of Ethics laid by INC.

Follows the Duty Rotation and plans leave ahead with the Nursing sister or concerned official. Thereby

ensuring and maintaining adequate nurse patient ratio during every shift in accordance with hospital policy

Refrains from absenteeism

Identifies role models to develop professionally

ADMINISTRATION:

Must be aware of Government’s Mission, Vision, Scope of services, various policies and the organogram

of the Nursing Directorate

Relieves the Nursing sister as and when required

Participates in the planning, maintenance and inventory of equipment and supplies in the unit

Ensures that the Nursing Care protocol is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the unit

Interprets the department's policies and procedures to personnel, residents, visitors, and accrediting bodies

as required

Supervises non – professional staff in the cleanliness and orderliness of the unit

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient care in the concerned unit

Makes suggestions for improving donor care facilities

Contributes periodically towards updating and incorporating newer protocols

EDUCATION:

Acts on request by the Senior Nursing Officers to conduct Continuing Nursing Education (CNE) classes

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profession

Participates in the development, planning, conducting, and scheduling of CNE training classes that pro-

vides instructions on "how to do the job"

Actively involves in unit based teaching-learning

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the equipment and supplies including medications are ready for the following shifts.

To do a routine pre-donation checkup

To do phlebotomy and proper post donation care

To manage donor reactions appropriately with the help of medical officer or HOD

To maintain the emergency drugs, blood bags and other consumables of donor area

To ensure proper identification of blood bags, donors IDs .

To maintain all documents pertaining to donor area

To regularly perform quality control and performance check of all equipments in donor area

To attend actively participate in voluntary blood donation camps.

Ensuring the provision of safe environment in both preventive and promotive aspects.

Maintaining interdepartmental, inter-unit coordination and communication.

Possessing knowledge regarding the Standard Operating Procedure (SOP)s and clinical protocols of the

blood bank

Interpreting the department's policies and procedures to personnel, residents, visitors, and accrediting bod-

ies as required.

Maintaining relevant documents and adhering to established reporting system.

Periodically updating knowledge on Transfusion Medicine, translating them to the bed side and participat-

ing in the continuing nursing education.

Maintaining professional decorum at all times.

Providing leadership and clinical decision making to all nurses and other members (secretaries, house-

keeping staff etc.) of the wards.

Ensuring adequacy of stock by indenting, maintaining the same, keeping in mind the need for lean practic-

es.

Predicting emergency situation and preparing the unit for its smooth function.

Performing ongoing assessment of donors to identify needs and problems.

Making keen observation for early identification of warning signs of complication.

Participating effectively in hospital infection control policies including hand-washing, bio-medical waste

management, cleaning and fumigation protocols, needle-stick injury protocols, spill management.

Supervising non – professional staff in the cleanliness and orderliness of the unit and transportation of the

patient.

Maintains accurate, detailed reports and records about the nursing care provided

Monitors record and report symptoms and changes in post donation conditions and escalate for further

plan of care

Seeks medical assistance and ensures that it is provided

Renders comprehensive care to the donors with special attention to the psychological and educational

needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Prepares donor for blood collection, and assist with, examinations and donation Process.

Ensures donor consent before phlebotomy.

Cooperates for research activities in the unit

Research:

Improve nursing care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile of Staff Nurse (Dialysis Unit)

Job Profile

Job Title: Staff Nurse(Dialysis Unit)

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient. As part of a multidisciplinary team the post holder will have respon-

sibility for assessment of care needs and evaluation of programs of care ensuring the delivery of high

quality care to patients.

Key Performance Areas

Responsibilities

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confiden-

tiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by in the Senior nursing officers.

Translates hospital rules and regulations in all matters that best serves patients interest

Serves as a role model to the Nursing team in all his or her activities

Upholds the Nursing Code of Ethics laid by INC

Follows the Duty Rotation and plans leave ahead with the Nursing sister. Thereby ensuring and main-

taining adequate nurse patient ratio during every shift.

Refrains from absenteeism

Identifies role models to develop professionally

ADMINISTRATION:

Must be aware of Government’s Mission, Vision, Scope of services, various policies and the organo-

gram of the Nursing Directorate at the state level and local level.

Relieves the Nursing sister as and when required

Supervises diet for patients on dialysis.

Participates in the planning, maintenance and inventory of equipment and supplies in the ward

Ensures that the Nursing Care protocol is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the unit

Makes written and oral reports/recommendations concerning the activities of his/her shift as required

for continuity of care

Interprets the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required

Supervises non – professional staff in the cleanliness and orderliness of the ward and transportation of

the patient

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient care in the concerned unit

Makes suggestions for improving patient care facilities

Contributes periodically towards updating and incorporating newer protocols

EDUCATION:

Acts on request to conduct Continuing Nursing Education (CNE) classes

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the development, planning, conducting, and scheduling of CNE training classes that

provides instructions on "how to do the job"

Actively involves in unit based teaching-learning

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the equipment and supplies including medications are ready for the following shifts

Maintains accurate, reports and records about the nursing care provided and patient responses to care

and treatment, including medications

Consults and coordinates with the medical team members to assess, plan, implement and evaluate pa-

tient care plans

Intricate understanding of the mechanics of dialysis and types of dialysis.

Overseeing dialysis from start to finish.

Cleaning and disinfection of all dialysis tubes and segregating them according to the hospital policy.

Ensuring that the blood samples are collected after hemodialysis is completed.

Accurate monitoring of intake and output.

Monitors record and report symptoms and changes in patients' conditions and escalate for further plan

of care

Ensures that all investigation reports are collected and reported on time to the concerned physician for

treatment decision

Reports high alert investigation results to the sister in-charge and seeks medical help for prompt ac-

tion and records the interventions like qualitative HCV/PCR and Quantitative PCR.

Renders comprehensive care to the patient on hemodialysis with special attention to the psychological

and educational needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

Prepares patients for, and assist with, examinations and treatments.

Prepares patients and their family for discharge and home care if any to continue.

Cooperates for research activities in the unit.

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches.

Job description of Staff Nurse (Labor room)

Job Description

Job Title: Staff Nurse(Labor room)

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the clients in Labour room. As part of a multidisciplinary team the post holder

will have responsibility for assessment of care needs and evaluation of programs of care ensuring the de-

livery of high quality care to mothers as per the GOI and State Government guidelines.

Key Performance Areas

Responsibilities

Attitudes and Behavior:

Possesses the attitude to make patient care the primary concern

Seeks to treat mothers ethically maintaining her right to dignity, privacy, autonomy and confidentiali-

ty

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves

mother’s interest

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by the hospital or directorate.

Translates hospital rules and regulations in all matters that best serves mothers interest

Serves as a role model to the Nursing team in all her activities

Upholds the Nursing Code of Ethics.

Follows the Duty Rotation and plans leave ahead with the in-charge. Thereby ensuring and maintain-

ing adequate nurse patient ratio during every shift in accordance with hospital policy

Refrains from absenteeism.

Attitude of adherence to protocols.

Identifies role models to develop professionally

ADMINISTRATION :

Must be aware of Governments, Vision, Scope of services, various policies and the line of authority in

the hospital.

Relieves the Nursing in-charge as and when required

Supervises patient diet

Participates in the planning, maintenance and inventory of equipment and supplies in the unit

Ensures that the Nursing Care protocol of GOI is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the unit

Makes written and oral reports/recommendations concerning the activities of his/her shift as required

for continuity of care

Interprets the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required

Supervises non – professional staff in the cleanliness and orderliness of the ward and transportation of

the patient

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient care in the concerned unit

Makes suggestions for improving patient care facilities

Contributes periodically towards updating and incorporating newer protocols.

Liaising with consultants and heads of other departments for effective implementation of patient care

and minimizing errors of omission and commission.

Maintaining relevant documents and adhering to established reporting system.

Periodically updating knowledge on clinical areas, translating them at the bed side and participating in

their continuing nursing education.

Maintaining professional decorum at all times.

Providing leadership and clinical decision making to all nurses and other members (housekeeping

staff etc.) of the unit.

Ensuring adequacy of stock by indenting, maintaining the same, keeping in mind the need for lean

practices.

Maintaining records and establishing adequate reporting with accurate documentation.

Predicting emergency situation and preparing the unit for its smooth function.

EDUCATION:

Acts on request by the immediate supervisors to conduct Continuing Nursing Education (CNE) clas-

ses

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the development, planning, conducting, and scheduling of CNE training classes that

provides instructions on "how to do the job"

Actively involves in unit based teaching-learning.

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the equipment and supplies including medications are ready for the following shifts

Maintains accurate, detailed reports and records about the nursing care provided and patient responses

to care and treatment, including medications as per the MNH tool kit issued by the GOI

Modifies patient treatment plans as indicated by mothers' responses and conditions.

Conducting an initial thorough assessment and ongoing assessment using safe child birth checklist of

every mother upon admission.

Monitors record and report symptoms and changes in mothers' conditions and escalate for further plan

of care.

Ensures that all investigation reports are collected and reported on time to the concerned physician for

treatment decision.

Reports high alert investigation results to the Nursing in-charge and seeks medical help for prompt ac-

tion and record the interventions done

Ensures safe transportation of the patient to diagnostic tests/other wards or units

Seeks medical assistance and ensures that it is provided

Renders comprehensive care to the mother with special attention to the psychological and educational

needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

Providing mother a safety environment following patient safety goals including provision of care for

the vulnerable patients if admitted to the labor room.

Prepares mothers for examinations and treatments.

Prepares mother and their family for discharge and home care if any to continue.

Delivering quality nursing care with compassion, competence and critical thinking skills in their re-

spective areas of practice.

Demonstrating caring, comforting, qualities and communicates with an empathetically and individual-

istic approach to aid respectful maternity care.

Ensuring the provision of safe environment in both preventive and promotive aspects for all mothers,

relatives and significant others.

Maintaining interdepartmental, inter-unit coordination and communication.

Possessing knowledge regarding the Standard Operating Procedure (SOP) s and clinical protocols of

the ward/unit recommended by the Government of India.

Interpreting the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required by the government.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning and fumigation protocols, needle-stick injury protocols, spill manage-

ment, prevention of surgical site infection, prevention of catheter related blood stream infection, pre-

vention of catheter related urinary tract infection and guidelines for nosocomial infections (MRSA,

Acinetobacter).

Practicing safe medication management principles that include drug calculation, IV therapy, drug in-

denting and administration, prevention of drug errors, monitoring of fridge temperature, look alike

and sound alike medications and crash cart maintenance.

Making keen observation for early identification of warning signs of complication life threatening

hemorrhage, preeclampsia, severe preeclampsia and eclampsia.

Supervising non – professional staff in the cleanliness and orderliness of the ward and transportation

of the patient.

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile

Job Title: Staff Nurse(Medical and Surgical wards)

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient. As part of a multidisciplinary team the post holder will have respon-

sibility for assessment of care needs and evaluation of programs of care ensuring the delivery of high

quality care to patients.

Key Performance Areas

Responsibilities

Attitudes and Behavior:

Possesses the attitude to make patient care the primary concern

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confi-

dentiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by the hospital or department.

Translates hospital rules and regulations in all matters that best serves patients interest

Serves as a role model to the Nursing team in all his or her activities

Upholds the Nursing Code of Ethics.

Follows the Duty Rotation and plans leave ahead with the in-charge. Thereby ensuring and maintain-

ing adequate nurse patient ratio during every shift in accordance with hospital policy

Refrains from absenteeism

Identifies role models to develop professionally

ADMINISTRATION :

Must be aware of Governments, Vision, Scope of services, various policies and the line of authority

in the hospital posted.

Relieves the Nursing in-charge as and when required

Supervises patient diet

Participates in the planning, maintenance and inventory of equipment and supplies in the unit

Ensures that the Nursing Care protocol is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the unit

Makes written and oral reports/recommendations concerning the activities of his/her shift as required

for continuity of care

Interprets the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required

Supervises non – professional staff in the cleanliness and orderliness of the ward and transportation of

the patient

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient care in the concerned unit

Makes suggestions for improving patient care facilities

Contributes periodically towards updating and incorporating newer protocols.

Liaising with consultants and heads of other departments for effective implementation of patient care

and minimizing errors of omission and commission.

Maintaining relevant documents and adhering to established reporting system.

Periodically updating knowledge on clinical areas, translating them at the bed side and participating in

their continuing nursing education.

Maintaining professional decorum at all times.

Ensuring adequacy of stock by indenting, maintaining the same, keeping in mind the need for lean

practices.

Maintaining records and establishing adequate reporting with accurate documentation.

Predicting emergency situation and preparing the unit for its smooth function.

EDUCATION:

Acts on request by the immediate supervisors to conduct Continuing Nursing Education (CNE) clas-

ses

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the development, planning, conducting, and scheduling of CNE training classes that

provides instructions on "how to do the job"

Actively involves in unit based teaching-learning.

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the equipment and supplies including medications are ready for the following shifts

Maintains accurate, detailed reports and records about the nursing care provided and patient responses

to care and treatment, including medications

Consults and coordinates with the medical and surgical team members to assess, plan, implement and

evaluate patient care plans

Modifies patient treatment plans as indicated by patients' responses and conditions

Monitors record and report symptoms and changes in patients' conditions and escalate for further plan

of care

Ensures that all investigation reports are collected and reported on time to the concerned physician for

treatment decision

Reports high alert investigation results to the Nursing in-charge and seeks medical help for prompt ac-

tion and record the interventions done

Ensures safe transportation of the patient to diagnostic tests/other wards or units

Seeks medical assistance and ensures that it is provided

Renders comprehensive care to the patient with special attention to the psychological and educational

needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

Providing patient safety following patient safety goals including provision of care for the vulnerable

patients.

Prepares patients for, and assist with, examinations and treatments

Prepares patients and their family for discharge and home care if any to continue.

Delivering quality nursing care with compassion, competence and critical thinking skills in their re-

spective areas of practice.

Ensuring the provision of safe environment in both preventive and promotive aspects for all patients,

relatives and significant others.

Maintaining interdepartmental, inter-unit coordination and communication.

Possessing knowledge regarding the Standard Operating Procedure (SOP) s and clinical protocols of

the ward/unit.

Interpreting the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required by the government.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning and fumigation protocols, needle-stick injury protocols, spill manage-

ment, prevention of surgical site infection, prevention of catheter related blood stream infection, pre-

vention of catheter related urinary tract infection, prevention of Ventilator Associated Pneumonia,

guidelines for nosocomial infections (MRSA, Acinetobacter and so on).

Practicing safe medication management principles that include drug calculation, IV therapy, drug in-

denting and administration, prevention of drug errors, monitoring of fridge temperature, look alike

and sound alike medications and crash cart maintenance.

Conducting an initial thorough assessment of every patient upon admission.

Performing ongoing assessment of patients to identify needs and problems.

Raising menu card upon admission and as and when the dietary needs alter.

Ensuring that the paramedical services reach patients on time. For example: Dietary.

Making keen observation for early identification of warning signs of complication.

Supervising non – professional staff in the cleanliness and orderliness of the ward.

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile of Staff nurse- Trauma Center

Job Profile

Job Title: Trauma Center - Staff Nurse

Summary

The position holder is accountable and responsible for assessing, planning, implementing and evaluating

the nursing care given to the patient in Trauma Center. As part of a multidisciplinary team the post holder

will have responsibility for assessment of care needs and evaluation of programs of care ensuring the de-

livery of high quality care to patients.

Key Performance Areas

RESPONSIBLITIES:

ATTITUDE AND BEHAVIOUR:

Possesses the attitude to make patient care the primary concern

Seeks to treat patients ethically maintaining patient’s right to dignity, privacy, autonomy and confi-

dentiality

Coordinates and maintains interpersonal relationship and team spirit in a manner that best serves pa-

tient’s interest

Understands and follows the Hospital rules and regulations and demonstrates positive attitude when it

comes to additional duties required by in the senior Nursing Officer.

Translates hospital rules and regulations in all matters that best serves patients interest

Upholds the Nursing Code of Ethics laid by INC.

Follows the Duty Rotation and plans leave ahead with the in-charge. Thereby ensuring and maintain-

ing adequate nurse patient ratio during every shift in accordance with hospital policy

Refrains from absenteeism

Identifies role models to develop profession

ADMINISTRATION:

Must be aware of governments Mission, Vision, Scope of services, various policies and the Hospital’s

line of authority

Relieves the in-charge as and when required

Supervises patient diet if indicated.

Participates in the planning, maintenance and inventory of equipment and supplies in the unit

Ensures that the Nursing Care protocol is followed in rendering nursing care

Participates in the maintenance of records and reports pertaining to the unit

Makes written and oral reports/recommendations concerning the activities of her shift as required for

continuity of care.

Interprets the department's policies and procedures to personnel, residents, visitors, and accrediting

bodies as required

Supervises non – professional staff in the cleanliness and orderliness of the ward and transportation of

the patient

Identifies and reports occurrences in daily work and participates actively in identifying the root cause

Implements policies pertaining to patient care in the concerned unit

Makes suggestions for improving patient care facilities

Contributes periodically towards updating and incorporating newer protocols

EDUCATION:

Acts on request by the senior nursing officers to conduct Continuing Nursing Education (CNE) clas-

ses.

Periodically updating knowledge on clinical areas, translating them at the bed side and participating in

their continuing nursing education.

Take the role of clinical preceptor to guide the nursing students posted to gain clinical experience and

help them complete their relevant clinical requirments.

Updates knowledge with current advances in treatment, care and research

Attends continuing educational programs designed to keep abreast of changes in the nursing profes-

sion

Participates in the development, planning, conducting, and scheduling of CNE training classes that

provides instructions on "how to do the job"

Actively involves in unit based teaching-learning

Participates in the training of Non Professional staff in the unit

Ensures that the patient educational needs are met

CLINICAL PRACTICE:

Reports to work on time as per shift timings

Follows strict handing over and taking over policy

Ensures that the unit is ready for the shift functioning at the beginning of every shift

Ensures that the equipment and supplies including medications are ready for the following shifts.

Conducting an initial thorough assessment of every patient upon admission.

Performing ongoing assessment of patients to identify needs and problems.

Maintains accurate, detailed reports and records about the nursing care provided and patient re-

sponses to care and treatment, including medications

Administer inotropes medication, calculate doses and maintain current knowledge of medication.

Assessment, implementation and evaluation of individual patient care, including physical, psycho-

logical and psychosocial needs

Collect current symptoms, as well as a detailed patient history and then consults and coordinates

with health care team members to assess, plan, implement and evaluate patient care plan.

Reports any suspected abuse to the appropriate agencies.

Care of patient on ventilators, setting the ventilator parameters according to the patient’s respirato-

ry status with constant monitoring of the patient.

Maintaining patient’s airway (suctioning, chest physiotherapy) as required.

Administering intravenous fluids, monitoring and maintaining adequate level.

Monitoring fluid and electrolyte balance

Meeting nutritional and elimination needs.

Monitoring pressures through transducer lines.

Proper economical use of equipment and supplies, inform proper authority of discrepancies.

Keeps abreast of changing techniques in critical care nursing and maintains a high level of exper-

tise in critical care.

Participates in or initiates CPR and Codes when necessary and able to perform the techniques of

cardiopulmonary resuscitation accurately and effectively.

Assists in emergency nursing procedure necessary for prompt control of changes in patient’s physi-

cal condition.

Consults and coordinates with the medical team members to assess, plan, implement and evaluate

patient care plans

Modifies patient treatment plans as indicated by patients' responses and conditions

Monitors record and report symptoms and changes in patients' conditions and escalate for further

plan of care

Ensures that all investigation reports are collected and reported on time to the concerned physician

for treatment decision

Reports high alert investigation results to the sister in-charge and seeks medical help for prompt ac-

tion and record the interventions done.

Making keen observation for early identification of warning signs of complication.

Participating effectively in hospital infection control policies including hand-washing, bio-medical

waste management, cleaning and fumigation protocols, needle-stick injury protocols, spill man-

agement, prevention of surgical site infection, prevention of catheter related blood stream infection,

prevention of catheter related urinary tract infection, prevention of Ventilator Associated Pneumo-

nia, guidelines for nosocomial infections (MRSA, Acinetobacter and so on).

Practicing safe medication management principles that include drug calculation, IV therapy, drug

indenting and administration, prevention of drug errors, monitoring of fridge temperature, look

alike and sound alike medications and crash cart maintenance.

Ensuring that she has undergone the BLS and overview of ACLS training, Medical Emergency

Team (MET).

Providing patient safety following patient safety goals including provision of care for the vulnera-

ble patients.

Ensuring prompt assessment of wound site using the Braden Scale, providing appropriate treatment

and the practice of complete documenting.

Delivering quality nursing care with compassion, competence and critical thinking skills in ER

Demonstrating caring, comforting, qualities and communicates with an empathetically and individ-

ualistic approach.

Performing triage, while considering both physical and psychosocial elements.

The trauma center RN must recognize and effectively treat life-threatening conditions, with the

ability to deploy rapid assessment and treatment of patients in highly critical situations, particularly

during the initial phase of acute illness and trauma, where every second is important.

Performing first aid measures (cleaning and bandaging wounds, splints etc) by proper assessment.

Manage basic life support needs and stabilizes patient until physician is available based on nursing

standards and protocol.

Assisting in life saving measures like intubation and advanced cardiac support.

Work directly with physicians, assisting them during exams, diagnostic testing and treatments.

Ensuring the provision of safe environment in both preventive and promotive aspects for all pa-

tients, relatives and significant others.

Maintaining interdepartmental, inter-unit coordination and communication.

Possessing knowledge regarding the Standard Operating Procedures (SOP) and clinical protocols of

the unit.

Interpreting the department's policies and procedures to personnel, residents, visitors, and accredit-

ing bodies as required.

Liaising with consultants and heads of other departments for effective implementation of patient

care and minimizing errors of omission and commission.

Prepares and maintains a sterile work area from skin preparation through procedure to dressing ap-

plication. Manages contaminated instruments and supplies during procedures to prevent spread of

infection and reduce risk of exposure to blood borne pathogens.

Endorse patients to other units with stabilized vital signs.

Ensures safe transportation of the patient to diagnostic tests/other wards or units

Seeks medical assistance and ensures that it is provided

Renders comprehensive care to the patient with special attention to the psychological and educa-

tional needs

Acts as a liaison between the patient, family and hospital personnel as and when required

Includes family in the care that is planned for the client

Prepares patients for, and assist with, examinations and treatments

Prepares patients and their family for discharge and home care if any to continue

Supervising non – professional staff in the cleanliness and orderliness of the ward and transporta-

tion of the patient.

Ensuring adequacy of stock by indenting, maintaining the same, keeping in mind the need for lean

practices.

Maintaining records and establishing adequate reporting with accurate documentation.

Predicting emergency situation and preparing the unit for its smooth function.

Ensuring safe transportation of the patient to diagnostic tests/other wards or units.

Raising menu card upon admission and as and when the dietary needs alter.

Ensuring that the paramedical services reach patients on time. For example: Physiotherapy, Die-

tary.

RESEARCH:

Improve patient care through interdepartmental audits

Explore possibility of interdisciplinary clinical researches and cross cultural researches

Implement evidenced based practice

Job Profile

Job Title: BLOCK ACCOUNTANT

Key Performance Areas

1. Block Accountant will maintain all the accounts of NRHM.

2. Block Accountant will be responsible for getting the Audit done.

3. Block Accountant will monitor the financial progress in the block (for all the

health institutions in the block) as per the Resource Envelope.

4. Block Accountant will be responsible for all financial reporting on pre-

scribed formats to District.

5. Block Accountant will be responsible for reconciliation of accounts with the

district and the bank.

6. Block Accountant will be responsible to facilitate the RKSs in the block to: -

. i) Prepare annual budget

. ii) Pass annual budget in EC & GC

iv) Monitor progress as per budget He / She will give all technical assistance in

maintenance of RKS accounts.

7. Block Accountant with the support of Block Programme Manager will en-

sure distribution of / communication of Resource Envelope (along with physical and financial targets) to all the health facilities in the block within 7

days from the receipt from District.

8. Block Accountant will assist in preparing Expenditure Plan for each Sub-

Centre in the block.

9. Block Accountant will visit at least 3 Primary Health Centers, and at least 7

Health Sanitation Committees in a month to monitor financial progress un-

der NRHM and RKSs.

10. Implementation of Tally will be the responsibility of Block Accountant.

11. HMIS : Block Accountant with the support of Block Programme Manager,

Data Entry Operator will be responsible to put financial and physical infor-

mation on the portal of HMIS as per the fixed deadline.

Job profile for BLOCK PROGRAM MANAGER

Job Profile

Job Title: BLOCK PROGRAM MANAGER

Key Performance Areas

Maternal Health

Operationalization of Delivery Points

Assisting BMO for sending timely indent for Ensuring availability of drug, consumables,

equipment, instruments & furniture in maternity wing and OT

Field visit for managerial support

Finalizing indent Ensuring availability of drug, consumables, equipment, instruments &

furniture in maternity wing and OT

Ensuring availability of drug, consumables, equipment, instruments & furniture in mater-

nity wing and OT

Field visit for managerial support

To make all targeted delivery points functional

Field visit for managerial support

Operationalization of Blood Transfusion Services

Facilitate licensing process and visit of DI

Procurement plan of BSU consumables, equipments.

JSSK

Assist in need based plan timely procurement of drug, consumables and ensue free ser-

vices and monitoring of services

Assist procurement plan of consumables & reagents and availability of desired number of

investigation in each facility

Ensure kitchen and free diet in all DPs through in house kitchen except L1 SHC

Comprehensive Abortion Care

Ensure CAC data entry and get it entered into HMIS

Availability of MMA drugs at CAC sites

Ensuring quality 4 ANC check up

Ensure logistic for ANC services and availability of uniform ANC register in all facilities

Availability of MCP cards

Visit to VHND 2 per month

Preparation of micro plan of ANM mentors and monitoring of visits as per micro plan

Preparation of micro plan for MSS and organization of camps as per micro plan

Ensuring logistics for camps, training of doctors, mobility support for doctors and clients

Ensuring quality intrapartum and immediate postpartum care

Accompany nursing mentors field visit and making stay arrangement for nursing mentors

Corrective action related to drugs, consumables, equipments

Maternal Death Review

Sending MDR report at district level

Child Health

FUNCTIONALITY OF FACILITY BASED NEONATAL SERVICES

Assist BMO in Maintaining

Functionality of Newborn Care Corners v/s delivery points

Optimal performance of NBSU on parameters like Admission, Referral, KMC & Duration of

Stay

Critical Review of NBSU Performance**

Bed Head & Discharge Ticket for all Births (Live & Still Birth)

Ensure Dissemination & implementation of Child Health guidelines at all delivery points

and to frontline workers

Field Visits -

At least 2 per month for logistic management and improving documentation of NBSU,

NBCC, Postnatal Ward

CHILD DEATH REVIEW

To Facilitate -

FBIR of all community deaths and 2 verbal autopsies per block per month

JANANI SHISHU SURAKSHA KARYAKRAM

Timely Indent for availability of free drugs & Consumables, diagnostics & referral

transport to infants up to 1 year

Child Health Nutrition

Care of Children with Severe Acute Malnutrition

Weekly of sub ordinate NRC to monitor governance and quality parameters

Clinical protocols

Therapeutic Feed protocols

Drugs and Diagnostic protocols

Counseling & Play therapy protocols

Food for mothers

Cleanliness

Availability of essential Drugs, Diagnostics & Logistics

Monitoring of minor and major civil requirements

Prevention of Childhood Anemia

Weekly of sub ordinate NRC to monitor governance and quality parameters

Clinical protocols

Therapeutic Feed protocols

Drugs and Diagnostic protocols

Counseling & Play therapy protocols

Food for mothers

Cleanliness

Availability of essential Drugs, Diagnostics & Logistics

Monitoring of minor and major civil requirements

Prevention of Adolescent Anemia

Monthly field visit of minimum 10 AWCs and 10 Primary Schools to monitor

Availability and consumption of IFA Syrup at AWCs

Availability and consumption of Pink IFA Tab at Primary school

Tally with drug issue and consumption reports

Availability of appropriate IEC and reporting registers

Implementation of MAA Campaign (IYCF Practices)

Monthly review of the block level activities such as- Block level orientation, incentive to

ASHA implementation of BFHI protocols at subordinate delivery

Rashtriya Bal Suraksha Karyakram (RBSK)

Check the Birth defect register at all delivery point in Block.

Prepare micro plan for mobile health team and co-ordinate with WCD and Education de-

partment at block level.

Review the work of MHT as per micro plan during field visit.

Monitoring the screening work of mobile health team as per their micro plan.

Ensuring logistic arrangements & availability of vehicle for MHT.

Human Resource

Prepare the Block PIP according requirements and limits given by the district

Follow up to take Block PIP in time .

initiate all note sheet related to program

Monitoring the advances and orders given by CMHO for timely completion of

work/Activity.

Monitor the payment process and ensure the DBT in time.

Monitor the process done by BAM and report to higher authority.

Monthly utilization certificate submitted to CMHO against all advances and release.

Facilitate to all types of audit and ensure to get audits on time.

Monitoring for maintenance of all books of accounts.

Prepare the reports related to Program and submit to higher authority as per requirement.

Make arrangements and facilitate to all enquiry. All reports of enquiry submit at higher

level

Quality Assurance

Regular Meeting of Div Quality Assurance Committee Bi-Annually

To ensure the timely disposal services is being provided by the authorized CBWTF agency

at all the facilities.

To monitor the availability of clean and safe drinking water, Adequate Linen(1:6),proper

sitting arrangement in each district.

Monitoring Visit to ensure Infection control Practices, OT -fumigation & Autoclave

NUHM

Operationalization of U-PHC

Assist DPM/APM to implement activities of community processes & Reporting of UPHCs in

software

Distribution of ASHA incentives

MAS activities

Medicine &Consumable

UPHC Monitoring & hand holding- micro plan prepared,

Ensure organizing of UHND's as per guidelines, Monitoring & Supportive Supervision

Through field visits. Review the progress during monthly meeting of ANMs

UHND/ Out Reach Services

Monitoring & hand holding- micro plan prepared, ensure organizing of UHND's as per

guidelines, Monitoring & Supportive Supervision , through field visits. Review the progress

during monthly meeting of ANMs.

Community Process Activities

Implementation of the following activities-

ASHA- selection against target, review of performance/ timely distribution of incentives/

attend ASHA monthly meetings

Random check of quality of ASHA Trainings [ Basic& 6-7)

Formation of MAS -selection against target, Bank accounts opened against

Routine Immunization:

Micro plans revision (Increasing access to services) -

Ensure effective AVD system for all session sites

HR- ANMs - Responsible for effective AVDS in the block

Trainings – Feedback to BMO on ANM working status on the basis of sector level meetings

Monitoring and Supervision: Assisting BMO in ensuring 100% attendance in trainings and

also for quality of trainings

Reporting and documentation (HMIS, RCH Portal) - HMIS and RCH portal data manage-

ment is operational and successful in block.

Job Profile

Job Title: DATA ENTRY OPERATOR

Key Performance Areas

1. She / He will be responsible for feeding the information / data as provided to

her/him in the computer and process it in the manner as is required by the authorities.

2. She / He will be responsible for all such work like typing of reports, making

power point presentation etc. as are assigned to her / him by the authori-

ties.

3. She / He will ensure up-keep of the computer systems in a working condi-

tion and will report any loss or damage to the higher authorities.

4. She / He will ensure safe custody of data in the system and will ensure

that any un-authorized person does not have access to the official data.

5. She / He will be responsible for record keeping / maintenance of files of

subject pertaining to NRHM / Other Disease Control Programmes as-

signed to her / him by the authority. Any other additional work / duty can only be assigned to Data operator.

Job Profile

Job Title: DISTRICT ACCOUNTANT

Key Performance Areas

6. District Accountant will maintain all the accounts of NRHM.

7. District Accountant will be responsible for getting the Audit done.

8. District Accountant will monitor the financial progress in the District (for all the health institu-

tions in the District) as per the Resource Envelope.

9. District Accountant will be responsible for all financial reporting on prescribed formats to the

State.

10. District Accountant will be responsible for reconciliation of accounts with the State and the

bank.

11. District Accountant will be responsible to facilitate the RKSs in the District to: -

. i) Prepare annual budget

. ii) Pass annual budget in EC & GC

. iii) Monitor progress as per budget

12. He / She will give all technical assistance in maintenance of RKS accounts.

13. District Accountant with the support of Programme Manager will ensure distribution of /

communication of Resource Envelope (along with physical and financial targets) to all the

health facilities in the District within 7 days from the receipt from State.

14. District Accountant will visit at least one Block, 3 CHC / Primary Health Centre in a month

to monitor financial progress under NRHM and RKSs.

15. Implementation of Tally will be the responsibility of District Accountant.

16. HMIS : District Accountant with the support of Programme Manager, Data Entry Operator

will be responsible to put financial and physical information on the portal of HMIS as per

the fixed deadline.

Job Profile

Job Title: DISTRICT HOSPITAL ADMINISTRATOR

Reports to: Civil Surgeon cum Chief Hospital Superin-

tendent, Dist. Hospital

Key Performance Areas

Responsible for: - Overall management of hospital and support services.

A. Roles and Responsibilities:-

1. Plan, organize, direct, control and coordinate day to day activities of the hospital.

2. Implementing SOPs & ensuring quality.

3. Oversees the day-to-day management of support staff in the hospital with respect to attendance,

leave etc.

4. Utilize data for quality assurance and monitoring purposes.

5. Managing M.R.D. and Statutory License Support staff.

6. Ensure functionality of equipment and availability of supplies, AMC, CMC calibration and organizing

stores.

7. Active participation in outsourcing contractual support.

8. Coordinate with clinical and Para-clinical staff for effective Infection control & biomedical waste

management.

9. Public relations- Ensuring that the facility maintains a positive image.

10. Keeping up with ever-changing technology & government regulations.

11. Implementing new policies and directives.

12. Patient amenities- Waiting area, drinking water.

13. Ensuring Housekeeping and Security as per tender document.

14. Manage, supervise and lead staff in accordance with Regulations/ Contract document.

15. Managing Kitchen / Diet Management.

16. Managing Parking and Garden.

17. Coordinating / ensuring regular Collection of waste (Biomedical waste and municipal waste).

18. Implementation of NQAS, follow up of Kayakalp assessment.

19. Ensure proper stock management of food and sundries.

20. Ensure the internal and external hospital environment is maintained clean to promote a healthy

environment.

21. Participates in development of plans for natural disasters and supervises implementation of those

plans.

22. Attends meeting, workshop, seminars to build capacity for efficient execution of duties and re-

sponsibilities for self and staff.

23. Prepares and submits monthly reports and other relevant reports as directed.

24. Ensure hospital safety as regards infrastructure, electrical and fire safety, employee and patient

safety as well.

25. Organize training for capacity building

B. Special Skills and Abilities:

1. Demonstrated ability of manpower management and leadership.

2. Strong administrative skills.

3. Able to exercise mature and sound judgment.

4. Able to communicate clearly, concisely and accurately with staff and patients both verbally and in

writing. Have public speaking skills and capable of making presentations.

5. Computer literate.

6. Ability to resolve conflict efficiently.

Job profile for DISTRICT PROGRAM MANAGER

Job Profile

Job Title: DISTRICT PROGRAM MANAGER

Key Performance Areas

District Program Manager

Job Responsibilities:

A . Maternal Health

Operationalization of Delivery Points

Making procurement plan in consultation with doctors. Assist CMHO for timely procure-

ment of drug, consumables, equipment, instruments & furniture.

Ensuring availability of registers and bed head tickets

Field visit for managerial support

Operationalization of Blood Transfusion Services

Procurement plan of BSU consumables, equipments and refrigerator consultation with

BPM and training

Janani Shishun Suraksha Karyakram (JSSK)

Assist in need based plan timely procurement of drug, consumables and ensue free ser-

vices and monitoring of services

Assist procurement plan of consumables & reagents and availability of desired number of

investigation in each facility

Coordination with Medical College Nodal Officer for implementation of JSSK

Comprehensive Abortion Care

Identify potential medical officers to attend CAC training programme and get the data en-

tered into HMIS

Availability of MMA drugs at CAC sites

Ensure logistic for ANC services and availability of uniform ANC register in all facili-

ties

Ensure logistic for ANC services and availability of uniform ANC register in all facilities

Availability of MCP cards

Assist DHO-1 in Preparation of micro plan for MSS and organization of camps as per micro

plan

Ensuring logistics for camps, training of doctors, mobility support for doctors and clients.

Field visit during MSS

Visit to Roshni Clinic every Wednesday at DH and make logistic arrangements as per rec-

ommendation of DPHNO and AIDS Counselor

Ensuring quality intrapartum and immediate postpartum care

Corrective action as per delivery point visit reports

Ensuring validation of MDR report by DHO 1

Ensuring quality 4 ANC check up

Assist DHO-1 in Preparation of micro plan for MSS and organization of camps as per micro

plan

Ensuring quality intrapartum and immediate postpartum care

Corrective action as per delivery point visit reports

Maternal Death Review

Ensuring validation of MDR report by DHO

B . Child Health

FUNCTIONALITY OF FACILITY BASED PEDIATRIC SERVICES

To make a procurement plan for all the NBCC of the districts for availability of equipment

drugs consumable

To assist in planning printing of standard registers, stationary, bed head & discharge tick-

ets for newborn, CDR formats, Nursing and Monitoring Sheets

Facilitate equipment maintenance in coordination with Biomedical Equipment Engineer &

District Cold Chain Technician

Field visits - SNCU, NBSU, NBCC, Postnatal Ward, KMC Ward

Facilitate Functionality of PICU (Existing- Bhopal, Chhindwara, Datia, Guna, Morena,

Ratlam & Shivpuri)

CHILD DEATH REVIEW

Assist DHO-1 to ensure - FBIR of all community deaths and 2 verbal autopsies per block

per month

JANANI SHISHU SURAKSHA KARYAKRAM

Availability of free drugs & Consumables, diagnostics & referral transport to infants upto 1

year

Child Health Nutrition

Care of Children with Severe Acute Malnutrition

Field visit of 2 NRCs per week to monitor governance and quality parameters

Clinical protocols

Therapeutic Feed protocols

Drugs and Diagnostic protocols

Counselling & Play therapy protocols

Food for mothers

Convergence with ICDS, DoE and TWD

Prevention of Childhood & Adolescent Anemia

Timely ordering of IFA syrup and IFA Pink/Blue Tablet

Monthly monitoring of coverage especially in nil reporting, under reporting and over re-

porting blocks

Bi annual Hemoglobin estimation.

Convergence with ICDS, DoE and TWD

Implementation of MAA Campaign (IYCF Practices)

Monthly review of the block level activities such as- Block level orientation, incentive to

ASHA implementation of BFHI protocols at subordinate delivery points

Family Welfare

Expected level of achievement (Sterilization, IUCD, PPIUCD, OCP, CC)

.Collection and compilation of stock availability report from blocks and submission to the

DHO-2

No. of 10 points Quarterly reports submitted to state

Operationalization of facility as static center by FP 2020 DHAP (for LTT NSV Minilab

IUCD PPIUCD)

Analysis and action taken on progress report. Action taken on gap analysis.

Quality in Family Welfare Services (camp service quality & Indemnity)

. Verification of camp inspection done by district and JD team

. DQAC MoM review 3. Death audit, indemnity payment, Analysis of failure claims,

Reports (HMIS, GOI eleven format, Prerna weekly report)

HMIS monthly bulletin analysis

GOI 11 format review

Prerna weekly report review

Rashtriya Bal Suraksha Karyakram (RBSK)

Review the SNCU discharge registration in DEIC during monthly meeting of CM&HO

During monthly meeting of CM&HO review the total screening, found positive & treatment

of found positive child as per target. (District Health card

Ensure the relieving of nominated participant for training.

Review the progress of CLEFT free MP through RBSK as line listed children.

Review the progress of PSU establish in Medical college through Dean/HOD pediatric de-

partment

Review the Cochlear implant case on weekly interval.

Review the death of 4D's positive child.

Human Resource

Monitoring of RMNCH cordinator ensuring prepration of PIP at District level.

To Monitor RMNCH cordinator for assurance of distribution of PIP in all Blocks & DH in the

division.

District/Block wise Monthly Monitoring regarding availability of funds at all levels.

Monthly monitoring of Exp. & Advances Of Districts & Blocks

Monitor the payment which is pending due to administrative reasons.

Monthly monitoring of FMIS based comparative reports of the Districts in the division.

Monthly monitoring of pending Ucs in the Districts & Blocks.

Monthly monitoring of Audit status(District & Block wise)

To monitor proper record keeping in the Division/Districts/Blocks..

Timely forwarding of Reports to State office

Hospital Administration

To monitor and ensure that General Body meeting of RKS is being held atleast once in a

year and executive body meetings are held once in each quarter in each of the District

Hospitals as per the provisions of RKS Rules, 2010.

To ensure Cleanliness Workers, Supervisors and Security Guards are deployed as per the

norms prescribed by the DHS. In District Hospitals and all CEmONCs, BEmONCs and level

I delivery points of all districts of the division. (In District Hospitals and all CEmONCs, BE-

mONCs and leval I delivery points of all districts of their division)

To ensure Quality of Cleanliness and Security as per the Terms and Conditions of the

agreements to be monitored. (In District Hospitals and all CEmONCs, BEmONCs and leval

I delivery points of all districts of their division)

Ensure ePayment to the deployed staff by Outsource agencies are being done regularly

and deductions towards EPF/ESI are being deposited in their account.

Monitoring of Dialysis scheme and Functional status of Machines and RO plant.

To review the situation of Dialysis scheme at least once in a month, no. of sessions con-

ducted against expected. & Availability of consumables and regular payments.

To ensure that all the Essential and Vital equipment’s are available and functional. Fort-

night monitoring of status of equipments of all health institutions of all districts of division

Quality Assurance

Regular Meeting of Div. Quality Assurance Committee Bi-Annually

To ensure the timely disposal services is being provided by the authorized CBWTF

agency at all the facilities.

To monitor the availability of clean and safe drinking water, Adequate Linen (1:6),

proper sitting arrangement in each district.

Monitoring Visit to ensure Infection control Practices, OT -fumigation & Autoclave

NUHM

Operationalization of U-PHC

To Review the program on Target/achievement, Relocation if needed & HR status.

Medicine &Consumable for UPHC - Review on SDMIS- status of stocks in Districts

/timely procurement of Drugs and Consumable.

UHND/ Out Reach Services on review and Feedbacks- Target / achievement

Community Process Review on- Target/achieve.- ASHA selection/ Training/ MAS-

Formation/Act/Fund utilization

PC & PNDT

Conduction of Divisional level workshops

Supervision at RJD Level for monitoring of regular inspections at district level & Proper

implementation of PC&PNDT Act.

Routine Immunization:

Micro plans revision (Increasing access to services) - Review on quarterly basis to

see that the defined target is achieved

Alternate Vaccine Delivery System (AVDS)

Review on quarterly basis to see that the defined target is achieved

Session holding by ANMs - Review on quarterly basis to see that the defined target is

achieved

HR- ANMs - Review on quarterly basis to see that the defined target is achieved

Trainings - Review on quarterly basis to see that the defined target is achieved

Monitoring and Supervision: Enforce structured monitoring through formats

Reviews - To hold quarterly review meeting at division level and take corrective measures

Job profile for HOSPITAL MANAGER

Job Profile

Job Title: HOSPITAL MANAGER

Key Performance Areas

This position carries responsibility for administration (smooth and quality services) of all non-

direct patient care services and departments in a District Hospital. Manage non-clinical services

(like infection prevention, security, diet etc.), staff and facilitate Rogi Kalyan Samiti meetings and

actions. Specific duties and responsibilities will include:

1. Ensuring good quality non-clinical services like infection prevention, security, diet etc

2. Ensuring clean surroundings, OPD areas, Wards, labour room, OT and Patient amenities.

3. Periodical assessment of hospitals on quality check list and arrive at a score for the facili-

ty.

4. Identification of gaps, develop action plan under the guidance of incharge of the hospital

and monitor compliance.

5. Facilitate conduct of meeting of DQT & Rogi Kalyan Samiti. It would include ensuring

preparation of agenda notes, action taken report and minutes of the meeting.

6. Management of out-sourced services such security, laundry, BMW management

7. Ensuring that the hospital meets all regulatory compliances such as BMW, Blood

Bank/storage license, AERB regulations, etc.

8. Hospital manager is to take a round of the hospital daily and look at the functioning of

Departments, equipment and ambulance. Facilitation of activities for gap closure,

Corrective and preventive action.

9. Keep a record of non functional equipments and time line for its repair along with AMC for

all equipments.

10. Supervising punctuality, day-to-day working, supervision of other staff members, work

output and channel the work input to improve overall efficiency and keep unit’s morale

up.

11. Planning and work-out modalities towards upliftment, preventive maintenance of equip-

ment and vehicles and modernization of the hospital.

12. Analyze utilization of various hospital services and equipments etc.

13. Periodic information and Assessment on utilization of untied grants, AMGs, RKS grant etc

and timely submission of SOEs and UCs.

14. Analyze financial outlays and its effective utilization.

15. Prepare yearly plan for expenditure after assessment.

16. Carrying out exit interviews, satisfaction surveys (external and internal customer), time

motion studies etc. to keep hospital services up to quality standards.

17. To institute an effective grievance redressal system both for the employees and the pa-

tients.

18. Computerization of District Hospital functions.

19. Strengthen District Hospital MIS, KPI and report actions taken.

20. Prepare monthly/quarterly and yearly report of hospital progress.

21. Perform other duties and work assigned by the hospital in charge

Job Profile

Job Title: LAB TECHNICIAN

Key Performance Areas

1. Supervision of general cleaning of the Laboratory furniture and instrument and work-ing room.

2. Reception and labeling of the samples, record keeping, and dispatching the reports, keeping the sectional stores and making indents of sections or dept. as necessary.

3. Preparation of stains and reagents for bacteriological, serological, haematological, cy-tological and clinical pathological work.

4. Performance of staining and Biochemical reactions necessary for identification of bac-teria.

5. Processing of samples and inoculation for isolation of bacteria, like CSF, Sputum, pus, urine, stool, ascitic and pleural fluids etc.

6. Preparation for Drug sensitivity test.

7. Care and use of instruments like autoclave, hot air sterilizer, Inspissators, filter, anaer-obic jar etc., Colorimeter, PH meter, electrophoresis, autotechnicon, freezing and rota-ry microtomes, chemical and electrical balance, sharpening of knives, Microscope and its accessories, centrifuge, water baths, haemoglobinometer.

8. Supervision of cleaning of glass wares; wrapping and plugging of the test tubes, prepa-ration of swab sticks and Pasteur pipettes.

9. Preparation of culture media which are used in the Laboratory

10. Preparation of distilled water and standard solutions, determination of PH solution, estimation of total protein, albumin, globulin, sugar, cholesterol, urea, NPN, bilirubin and Electrophoresis of serum proteins.

11. Physical and Chemical examination of urine, and of stool, concentration methods of stool for cysts and ova; examination of CSF, peritoneal fluid etc. preparation of slides for malaria, filarial and LD bodies and their staining.

12. Collection and examination of seminal fluid and performance of fractional test meal and supervision of disposal of materials.

13. Preparation of anticoagulant vials for biochemical and haematological work, Drawing of blood, collection of skin smears and throat, eye and nasal swab from patients.

14. Determination of haemoglobin, Haematocrit, total count of leucocytes, RBC, Platelets and reticulocytes, ESR

15. Staining of blood and bone marrow smears,

16. Performance of BT & CT Kaolin Cepahl in clotting time, Red cell fragility, prothrombine time, test for sickling.

17. Performance of the following tests: - ABO blood, Rh grouping, Direct and indirect

Coomb‟s test, preparation of haemolystate for estimation of alkali resistant haemoglo-bin and paper electrophoresis of haemoglobin.

18. Tissue reception, labeling, tissue processing, paraffin embedding, sectioning and rou-tine and special staining techniques. Decalcification of bones, preservation of tissues for museum mounting

19. processing and staining of cytological material from gastric washing, pleural and peri-toneal fluid, sputum and vaginal and cervical material

20. Preparation of Antigens and antisera for microbiological and serological works.

21. Collection of guineapig and sheep blood agglutination test e.g. Widal, Brucella aggluti-nation tests etc, precipitin test, haemotitration, complement titration, VDRL, Aldehyde test, Chopra test.

22. Care of animals, including rearing, feeding, breading and killing, performance of ani-mal pathogenicity tests and supervise disposal of their carcasses.

23. In certain special laboratory they may be trained to perform some other special tests as necessary.

Job Profile

Job Title: PHARMACIST

Key Performance Areas

1. To serve the prescriptions of Medical officers and to keep all relevant records as re-quired by Law/ Govt. rules.

2. Counselling of patients for better compliance of prescribed medicine, promo-tion of Health and prevention of diseases.

3. To perform duties relating to maintenance of store of Drugs, reagents, equipments etc. for Family Planning, Immunization, Leprosy Control, TB Control, Malaria Control Pro-gramme as and when required.

4. To impart post academic Practical training to trainee pharmacists.

5. To take part in any Training programme related to health as and when asked for.

6. To take part in compounding of mixture, lotion, ointment etc. and to take part in manufacturing of drugs under expert supervision, if asked for.

7. To take part in assessment of quality of drugs, if needed.

8. To supervise the sterilization process in ward and OT if needed.

Specific duties in addition to general duties depending upon place of post-

ing:-

1. In Health Centres to assist MO in management of patient in emergency including re-ferral if needed.

2. In hospitals, the pharmacists will take part in CME programme as and when arranged for updating knowledge in different aspects of Pharmacy and will disseminate the same to health professionals and public.

3. In pharmacy Institutes:-

a) To assist the teachers in conducting the practical classes.

b) To prepare reagents/solutions etc.

c) To procure reagents/ chemicals/ drugs etc. to maintain stock

d) Any other duties assigned related to his job

4. In medicine and Medical equipments store and sub-store of CMS, DRS, Hospitals, Health Centres, Multipurpose Health Programmes etc.

a) To undertake the formalities for procurement of store materials such as prepa-ration of indent, receipt of store materials, recording in stock ledger, verifica-tion of stock etc.

b) Issuance of store materials, maintaining its formalities and keeping all rele-vant records.

c) Proper storage of drugs to preserve its efficiency.

d) Maintenance of Inventory Control (the dated products to be controlled proper-ly to prevent wastage due to expiration).

e) Maintenance of records as per legal requirement in respect of poisonous, dan-gerous drugs etc.

f) Maintenance of proper labeling of drugs.

g) To check and store Medical gases.

h) Any other duties assigned to him by the competent authority related to store.

Job Profile

Job Title: RADIOGRAPHER

Key Performance Areas

1. Supervision of daily cleaning of the X-Ray Machines and Dark-Room.

2. Maintenance of Stock of stores and registers and making the indents (under the in-struction from the Radiologist).

3. Reception of the patients, registration of the patients, distribution of suits, making new cases ready for opinion of medical officers.

4. Advice to patients (in consultation with Radiologists or Medical Officers), arrangement for therapy, recording the treatment in registers, and disposal of OPD patients (in con-sultation with medical Officer).

5. Taking the radiograph, processing of film, its washing, drying, labeling and placing it for reporting and subsequently dispatch of it after entering the cases in the registers.

6. Preparation of processing solution, keeping the dark Room accessories clean and keep-ing it in perfect working order.

7. In cases of Radiotherapy – to make radium tubes and needles ready for applica-tion by threading and cleaning as and when asked by the head of Deptt. to help in the use of radioactive isotopes.

8. To maintain a logbook for each machine and indicate any defect noted in the log book, to be countersigned and also to note details in connection with the repairs of the in-struments if any.

9. Any other duties of allied nature that may be assigned to them.