Annual report معدلة2021 Flipbook PDF

Annual report معدلة2021

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2 Content: Nursing Directorate Organization Structure………………………………. 5 Ss………………………………………………………………………………. 3 Human Resources Management Status…………………………………… 6 - 8 2021 Achievements during 2021…………………………………………………… 9 - 10 Constrains………………………………………………………………………………. 11 Competency Procedure Report……………………………………………… 12 RRReport………………………………………………………………………………. 3 Incident Report Correction Plan……………………………………………….13 Pla……………………………………………………………………………….3 SWOT Analysis………………………………………………………………………………. 14 Nursing Directorate Stratigic Plan 2022…………………………………………..15 - 19 Appendix ……………………………………………………………………………………….20 - Introduction………………………………………………………………………………. 3 Nursing Vision, Mission, Philosophy & Values ………………………….. 4


3 Introduction The Directorate of Nursing in the governorate is considered the solid core, backbone and primary supporter of healthcare provided in this prestigious governorate, where nursing constitutes the largest proportion of workers in the health sector. In addition to its role in the service of patients, the Directorate of Nursing plays an essential and important role in managing administrative and technical nursing affairs. The Directorate of Nursing in North Batinah Governorate has two sections; affairs and service: Affaires section mainly focuses on monitoring, evaluating and distributing of human resources of nursing and medical orderly at the governorate. Service section focuses on strategical planning, organizing and leading nursing service provision at the governorate according to roles and regulations. Additionally the directorate assigned willayate head of Nursing for the six willayates to facilitate the communication and work loud since the governorate has thirty-five health institutions. North Batinah has thirty five health institutions which include one Willayate Hospital, three local Hospitals, five Extended Health Centers and twenty Health Centers. There are three renal dialysis units; two of them work three shifts and one working two shifts in addition to one labor room in Shinas. Our Goals constantly focus on the provision of the highest standards of care delivered by appropriately qualified and skilled nurses. We work with total of 948 nurses and 216 medical orderlies. The team has mange over the last twelve months the pandemic Covid 19 in the governorate by supporting Suhar hospital with staff nurses when number of admission is increasing. Covid 19 vaccination camping started June 2021 for Omani & Non- Omani people who met the criteria for vaccination. Health care workers 100% vaccinated from covid 19. Moreover all training programs has been stopped for the same reason, our strategic plan for 2021 will be carried out for 2022. We would like to take this opportunity to thank both , the Director General at DGHS North Batinah Governorate and the Director General of Nursing Affairs at the Ministry of Health , for their continues support.


4 Nursing Vision, Mission, Philosophy & Values VISION: We will be recognized as the best at the national level to provide nursing care in an excellent way. MISSION: To provide safe and effective holistic care in order to ensure wellbeing of patients and to the people in the community, through effective planning and skilled execution in collaboration with health care team and related professions. PHILOSOPHY: We believe that each patient is unique and should be cared for by well- trained nursing staffs that are continuously being updated in nursing practices. Professional nursing staffs are required to work within their Code of Professional Conduct. Each patient should be at all times treated with privacy, dignity and respect. Community empowerment, patient involvement and sharing in decision making are pillars to tailoring the care delivered to each client. VALUES: Respect Professional Accountability Teamwork Commitment to ethical practices with professional standards Empowerment


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6 Name of Governorate / Hospital North Batinah Governorate 1 Total Number Of Nurses: Omani Non-Omani Total Female 777 78 855 Male 83 10 93 Nurse Interns NA 0 Grand Total 948 Total Number of Medical Orderlies Males 128 Females 87 Grand Total 215 2 Omanization Rate (%) 91% 3 Nurses' Nationalities: (Please add Columns below if required) Oman India Philippines Pakistan Tunisia Egypt Iraq Bangladesh Sri Lanka Jordan Sudan Iran Others (specify) 860 65 10 0 8 1 0 2 0 1 1 0 4 Nurses Length of Service: Omani Non-Omani Total Less than 1 year (excluding Interns) 1 6 7 Above 1 year to 2 years 7 10 17 Above 2 year to 5 years 26 36 62 Above 5 year to 10 years 189 25 214 Above 10 year to 15 years 284 4 288 Above 15 year to 20 years 257 5 262 Above 20 year to 25 years 68 2 70 Above 25 year to 30 years 27 0 27 Above 30 year to 35 years 1 0 1 Above 35 years 0 0 0 5 Nurses Educational Qualifications: Omani Non-Omani Total General Nursing Diploma 822 64 886 BSN General Nursing 98 23 121 BSc Community Health Nursing 13 0 13 BSc Midwifery 2 0 2 Master's Degree 11 1 12 PhD 0 0 0 Human Resources Management Status 2021


7 Post Basic Diploma Omani Non-Omani Total Midwifery 60 1 61 ACCNP - A&E 12 0 12 ACCNP - ICU 2 0 2 Critical Care - Paediatrics 1 0 1 Critical Care - Neonatal 2 0 2 Nephrology 13 0 13 Mental Health 4 0 4 Infection Control 11 0 11 Nursing Administration 14 0 14 Healthcare Management 2 0 2 Cardiology Nursing 0 0 0 Others 0 0 0 6 Number of Leaves for Nurses and Medical Orderlies Omani Non-Omani Medical Orderly No. of Nurses No. of Days No. of Nurses No. of Days No. of MO No. of Days Annual Leave Days 630 15899 67 2110 161 4295 Sick Leave 679 14106 36 212 157 2171 Leave without pay 45 3410 0 0 0 0 Maternity Leave 127 5880 5 219 14 570 Emergency Leave 164 635 7 41 39 125 Extended Leave 32 314 4 56 6 79 Study Leave 22 2467 0 0 0 0 Absenteeism 5 28 0 0 1 5 Days of Hospitalization 5 15 0 0 3 16 Grand Total: 1709 42754 119 2638 381 7261 7 staff with Chronic Illnesses Omani Non-Omani Total Number of Nurses with Chronic Illnesses 145 10 155 Number of Medical Orderlies with Chronic Illnesses 27 NA 27 8 Leaving Service Number of Resignations (Nurses) 48 5 53 Number of Termination (Nurses) 2 0 2 Number of Resignations (Medical Orderlies) 11 NA 11 Number of Termination (Medical Orderlies) 0 NA 0


5895 (private school student)


9 Achievements during 2021 Nursing Directorate in primary health care maintains the provision of comprehensive, safe and effective health care to patients, clients, and members of the community, through effective organization and skillful execution, in cooperation with other health care teams and related professions. For that, we worked together during covid 19 pandemic by: Collaborate with the Infection Control Department in directorate of surveillance and disease control to increase the awareness of the nursing staff about the management of (Covid 19). Organize supervisory visits to all primary health care institutions to follow up the progress of the unified policy for (Covid 19). Optimal use of manpower during the pandemic (Covid 19). Strengthening Suhar Hospital during (Covid-19) with a number of nursing staff to cover in critical wards, and Covid 19 wards, where the total during 2020 = 276 nurses and in 2021 = 60 male and female nurses. Providing Suhar hospital with some medical equipment when needed Preparing a daily report of positive cases and cases of contacts with (Covid 19) for nurses in the governorate on a daily basis. The nursing staff also had an active role in the national campaign to vaccinate the community against Covid 19, starting from January 2021, the vaccination rate among the nursing staff and their followers reached 100%. Moreover we have major role in succeeding the vaccination camping by: • Determine the work team for covid19 to each Willayte. • Coordinate the vaccination campaign, starting with the community, according to the target groups, and then school students and expatriates in the governorate, according to the Ministry's plan to vaccinate against Covid 19. • Utilize the school health nurses to support and participate in this pandemic, as well as in the national campaign for vaccination against Covid 19.


10 Other achievements: • Conduct supervisory visits to health institutions in the governorate, at a rate of one visit to each institution, as the number of health institutions reached 35. • Train four nursing leaders in the governorate, according to the administrative succession policy. • Continue with midwifery refreshment by enroll Five midwives from the governorate in Labor Room at Suhar Hospital , and three new Non - Omani nurses have been trained in Saham Labor Room in order to fill the deficit due to the high number of midwives’ resignations in the governorate. • Enrolling number of nursing staff for postgraduate studies (Bachelor's and Master's degrees, in addition to nursing specializations such as management and midwifery). • Participating of 12 diabetic foot nurses in the governorate in Diabetic workshop, by training and educating them on the latest developments in the treatment of diabetic foot in order to update their information in this regard in order to serve the health of patients. • Participation in a research paper entitled (Non-communicable diseases among the nursing categories). Among the events that occurred in the governorate during 2021 was Cyclone Shaheen, which had an active role in activating the nursing role during this disaster and the challenges that it experienced, especially in Suwaiq and Al-Khaboura health institutions. The management during this event was: • All challenges and nursing needs in all respects, whether health, psychological or other needs, were identified and worked to find solutions to them. • Nursing staff from other health care institutions in the governorate supported the team to ensure the continuity of service provision in Al Suwaiq and Al Khaboora Health Care Institutions. • Conducting inspection visits to the medical staff affected by the cyclone at Al Suwaiq and Al Khaboora willaytes .


11 Constrains 1. Performing non nursing task 2. Financial status to empower the workshops and training programmes. 3. High rate of long sick leaves, attendancy leaves, leave without salary and emergency leaves 4. High Rate of Resignations. 5. Staff demanding for regular duty.


12 Competency Procedure Report Competency Analysis: The nursing procedures competencies were analyzed. Total 516 procedures were implemented in 33 health care institutions and the staff demonstrated competent by performing satisfactory in the majority of the procedures ( see appendix). The most common procedure carried out was wound dressing, which was conducted in 15 institutions. Then the documentation competency auditing was done by I4 institutions. The third one was the hand washing that had been done in 9 institutions only. Finally IV therapy was done in 7 institutions. Competency Auditing Feedback: 15 Staff nurses out of 516 procedures neglect to wash their hands while doing the procedure. Out of 516 procedures, 10 staff nurses did not maintain the documentation after doing the procedure. 9 staff nurses did not explain the procedure to the patient. 16 Staff nurses displayed lack of confidence in knowledge, skills and history related to patient care. Recommendations: Our goal is to improve patient’s care and outcomes in the health care institutions, and after analysis we come up with these recommendations: Documentation is an important function of professional nursing practice, a complete and accurate clinical record presents the strongest defense against any malpractice Subsequently the staff must maintain clear and legible documentation and records by introducing documentation work shop twice a year and assigned focal nurse to follow documentation procedures in each institutions . Maintain and update technical/clinical skills related to nursing practice, by following competency procedure checklist auditing and by establishing virtual audit for some procedure. Introduce procedure demonstration in monthly CNE. Hand hygiene is essential in all nursing procedure there for enhance infection control focal point role to asses hand washing technique for all staff, and give immediate feedback for them. Promote good relationship between consumer through improving communication skill by inducing programs such as elderly day and some other expiation or imitative in the institution.


No . Type of Incident Total Numb er 1. Patient LAMA 15 LAMA cases shou Involve child prote Document this inc Attitude 10 Most cases referred Refer it to high au Absconded 5 All patient must aw 2. Visitor Absenteeism attitude 5 Most cases referred If needed refer it to 3. Staff Needle stick 13 Send letter to healt Discuss with infec Emphasis employe All Staff must be Procedure 15 Nurses must under Conduct a regularl Attitude 21 Cases of missed c to follow and han overcome this issu Instruct all staff nu 4. Medication Error administration and breakage 40 Investigate the issu Formulate RCA to Raise staff awaren Establish courses a 5. Escort Ambulance 13 Collaborate with q and set solution fo Attending transfer Ambulance inciden Receive few new a 6. Equipment Missing, Damage or not working 36 Investigate the cau Cooperate with ma Incident report c


13 Action Plan uld be counseled and try to follow the cases condition if needed. ection committee in case of child LAMA and write maltreatment form. ident. d to PRO for Investigation and clarify the referred incident. uthority if needed. ware about hospital policy at time of attended the institution d to PRO for Investigation and clarify the referred incident. o high authority. th institution care regarding the incident. tion control department regarding the management. ee to formulate their correction action plan and RCA instructed how to practice safety techniques of handling the needles rstand and comply with the policies and procedures of MOH. ly CNE about nursing procedure policy. communication should be managed within institution. Instruct supervisor ndle the miss communication and establish a plan with the employee to ue. Use verbal counsel if needed. urse about the importance of Communication. ue from nursing side and pharmacy department. o explore the need of the staff, either need training or other management. ness about the policy of drugs administration. about drug administration for the mountain institutions. quality department and head of transport suction to discuss the escort issue r it. committee in the governorate. nt should be raised to higher authority. ambulance and maintenance done for other ambulance. uses of issue sir correction plan. aintenance department to repair or replace the items correction plan 2021


DGNA) 5. Very strong team in the directorate 1. Availability of in house training programs: Administration programs Services related programs 2. The collaboration (partnership) with different colleagues and sectors ( ROP, nursing collage , private sectors) 3. Updated scope of practices from DGNA 4. Utilization of updated polices from MOH 5. Involvement in different committees with different stakeholders


14 T W T YSIS T 1. High turnover of nursing staff 2. Outdated (less quality) clinical resources (equipment & Materials) 3. Limited fund 4. Less attention was given to researches 5. Performing non nursing task 1. Staff promotion and incentives 2. Staff dissatisfaction 3. Polices that have so many loopholes (flaws) 4. Conflict with other para-med 5. Increase of population (patient load)


Nursing Directorat No. Objectives Time Frame Responsibilities Str 1. 1 . To Continue attachment not less than 13 Midwives to Suhar and Rustaq hospital (Labor Room). During 2022 Head of Nursing Service, DGHS Midwifery coordinator ,DGHS Labor RoomI/C ,Suhar Hosp. Institutional supervisors, PHC OBS and Gyne Unit Nurse. Suhar Hosp. Ex mo in S Ho Pre exa Ma por Du the 20 5 E 5 o 5 L 5 N 2. To conduct MCH training program for 12 general nurses During 2022 Nursing Service Department MCH staff from EHC Co wo Att hea one Bo and Per too No fro


15 te Strategic plan 2022 rategies used Requirements Benefits xpose midwives to others and baby care Suhar and Rustaq ospitals labor rooms. e and post written am. aintain cases practice rtfolio uring the attachment ey have to finish: SVD Episiotomy obstructed labor LSCS Neonatal care Official communication Nominate Preceptors. Accommodatio n Perform checklist Midwives able to manage and conduct normal SVD The midwife will be able to handle and deal with any unusual cases. Improve knowledge and skill of the midwives. Able to manage emergency situations onduct two days' orkshop tachment in Primary alth institution for e week( ANC, ooking, Birth spacing, d labour room) rform assessment ol checklist ominated preceptor om MCH clinic Official communication Place for the workshop. Provide breakfast Files, booklets, pens and certificates. Speaker's gifts Prepared nurses and increased their efficiency and knowledge to work in the Maternal and child health (MCH) Program, in order to overcome the shortage of midwives, and to cover any shortage that might arise in critical conditions.


No. Objectives Time Frame Responsibilities Str 3. To participate in Diabetic Foot Training Program for 12 nurses in NBG by cooperation with NCD department During 2022 Nursing Service Department Wo Tw in wit 3-O at Pod Kiy 4. 3 . To continue training of six of non-omani midwives and new appointed staff in Saham & Suhar hospital ( labour Rooms) for two months as backup if needed in maternity service During 2022 Nursing Service Department ❖ Orienta adjust environ ❖ Perform clinica soft co guideli staff in their kn ❖ Attach expert get trai proced labour ❖ Perform evalua trainee


16 rategies used Requirements Benefits ork shop for 3days wo weeks attachment diabetic foot clinic th the master trainers One week attachment Suhar Hospital with diatrist Alya Al yumi. related areas. ❖ Official communication. ❖ Preceptors. To improve knowledge , skill and attitude of nurses in DF program To increase number of trained staff in the program ation in the place to and adapt to new nment m academic and al training (distribute opy of MCH ines to all trained n order to improve nowledge h trainee with two seniors preceptors to ining in policy and dure which follow in room m checklist to ate and measures e practice and skill. ❖ Training schedule ❖ Senior preceptors ❖ Perform checklist to evaluate and measures trained staff skill and practice To update midwives skill and knowledge in LR To be able to manage and conduct normal deliveries To reduce risk in health center in case of sudden / unplanned delivery happen To keep Saham hospital (LR) as academic Institution for training Midwives will able to work in delivery suit if needed To keep nurses as backup if required in maternity service


No. Objectives Time Frame Responsibilities Str ❖ Condu with tr precep departm strengt the trai ❖ Each tr written finishe 5. Activate Virtual Remote Audits for competency procedures for 15 procedures During 2022 Nursing Service Department ❖ Perform proced ❖ Checkl ❖ Coordi institut superv ❖ Record proced the pro 6. To Update Narcotic Awareness of all institution in north Batina governorate During 2022 During 2022 Nursing Service Department ❖ Distrib psycho ❖ Distrib founde ❖ update Psycho checkl ❖ Imitate


17 rategies used Requirements Benefits uct frequent meetings rainee, LR in-charge, ptor & nursing service ment, to identify the th and obstacles in ining rainee should submit n feedback after ed her training m schedule for the dure lists are available inate with tional nursing visors d the outcome of dure and feedback of ocedure ❖ Internet. ❖ Auditing schedule Create an audit system that facilitates the process of audit and reduces the time and cost of visit or travel to faraway health institutions. Improved use of available technology strengthens documentation and reporting. bute narcotic and otropic MOH manual bute the most error ed during audit ed Narcotic & otropic audit ist ed Narcotic ❖ Checklist ❖ Focal point ❖ ❖ Unified the standard of narcotic in all governorate institution. ❖ One standard policy for all in the governorate. ❖ Minimized deficit and malpractice.


No. Objectives Time Frame Responsibilities Str &Psyc checkl ❖ Select Narcot auditin 7. To establish a standard of Crash cart/ trolley in all governorate institutions. During 2022 Nursing Service Department ❖ Establi ❖ Set a s the tro ❖ Distrib for all the con ❖ Regula done ❖ Implem checki 8. To conduct leadership and management OJT for 20 Medical & Paramedical In Charges in the health care institutions. During 2022 Nursing Affairs Department Give th lecture leaders Expose leaders Attach experie precep Evalu after at


18 rategies used Requirements Benefits chotropic competency ist Focal point staff for tic & Psychotropic ng in institution ish task force team. tandard check list for lley. bute stander checklist institutions including ntent of the trolley. ar audits should be ment local crash cart ng policy. ❖ Checklist ❖ Expert staff as a focal point Unified crash trolley in the governorate. One standard policy for all crash trolley in the governorate. Minimized deficit and malpractice. he In Charges es regarding ship management. e them to different ship styles. h them for clinical ence with skillful ptor ate their experience ttachment by using Official communication. Place for the workshop. Provide breakfast. Files, booklets, pens and certificates. Speaker's gifts. Preceptor in clinical area. The In Charges will have good leadership and management skills, so they will be able to manage effectively.


No. Objectives Time Frame Responsibilities Str admini 9. To conduct survey to measure staff nurses engagement at work in NBG health care institutions During 2022 Nursing Affairs Department Take RERA Distrib Analyz Submi approv Presen 10. To implement the succession plan of the directorate by training 8 selected leaders during 2022. During 2022 5 weeks each candidates Head of Nursing Affairs, DGHS Annou in nurs Intervi accord measur Schedu candid time fr Develo measur trainin and nu Attach superv experie


19 rategies used Requirements Benefits istration audit tool. the approval for AC bute the questionnaire ze the data t the findings for the val nt the findings Official communication . Finding will give us the current situation of staff engagement in the governorate. uncement for training sing directorate iew the candidates ding to announcement rements. ule the selected dates according to the rame op training rements elements for ng in nursing services ursing affairs hments with willayte visors for more ence Interview measurements Training schedule Training elements Expose the leaders in higher levels managements. Improve knowledge and skill in leadership and managements. Expanding knowledge perception in managements & leadership


20 90% 10% NBG Nurses by Gender Female Male 91% 9% NBG Nurses by Nationality Omani Non-Omani Appendix 1. Manpower Figures 60% 40% NBG Medical Orderly Female Male Figure (1) Figure (2) Figure (3)


21 220 208 194 117 112 71 26 Nurses Distibution 29 18 17 10 9 5 0 NON-Omani Nurses Distibution 29 25 24 18 17 10 0 Nurses Distibution (School Health) 52 50 36 28 27 16 6 Medical Orderly Distibution Figure (4) Figure (5)


Staff Nurses Allocation according to Des SN Willayat A B 1 2 3 4 NCA NCB NC SNSA SNSB SNS SGNA NSA 1 DGHS 0 0 0 2 5 0 0 0 2 Khaboorah 0 0 0 0 0 0 0 0 3 Liwa 0 0 0 0 1 0 0 0 4 Saham 0 0 0 0 0 0 0 0 5 Shinas 0 0 0 0 0 0 0 0 6 Suhar 0 0 0 0 1 0 0 0 7 Suwaiq 0 0 0 0 0 0 0 0 Total 0 0 0 2 7 0 0 0 Grand Total 0 0 0 2 7 0


22 signations in North Batinah Governorate 5 6 7 8 9 10 Total SGNB NS SGNJ SNA SGN SN GNA GNB GN 7 3 6 2 1 0 0 0 0 26 6 4 3 25 1 15 7 31 20 112 2 2 0 16 0 5 16 20 9 71 12 13 3 40 14 24 22 54 12 194 0 4 2 19 9 3 47 21 12 117 9 10 11 71 16 19 25 38 20 220 5 11 1 72 2 19 11 48 39 208 41 47 26 245 443 85 128 212 112 948 41 73 288 213 212 112


23 0 0 0 2 7 0 41 73 288 213 212 112 A B 1 2 3 4 5 6 7 8 9 10 Nursing Grades 127 0 1 5 0 76 6 4 5 6 7 8 9 10 Medical Orderly Grades


Nurses Educational Qualifications Institutions General Nursing Diploma BSN General Nursing BSc Community Health Nursing BSc Midwifery Midwifery ACCNP - A&E ACCNP - ICU DGHS 24 15 1 0 5 1 2 Suhar 199 32 2 0 9 2 0 Saham 184 18 2 0 15 4 0 Khaboorah 108 12 3 0 6 0 0 Suwaiq 191 27 3 1 15 4 0 Shinas 114 7 1 1 7 1 0 Liwa 66 10 1 0 4 0 0 Total 886 121 13 2 61 12 2


24 Critical Care - Paediatric Critical Care - Neonatal Nephrology Mental Health Infection Control Nursing Administration Health Service Management Cardiology Nursing Master PHD Others 0 2 0 0 2 8 1 0 10 0 0 1 0 7 0 1 2 0 0 0 0 0 0 0 1 1 2 1 0 0 0 0 0 0 0 1 1 2 1 1 0 0 0 0 0 0 2 1 1 2 0 0 2 0 0 0 0 2 1 2 0 0 0 0 0 0 0 0 0 0 1 0 0 0 0 0 0 1 2 13 4 11 14 2 0 12 0 0


1 7 24 170 255 252 52 16 0 0 2 0 0 19 29 5 16 11 1 0 35 Omani Length of service Female Male 0 1 0 45 30 22 20 1 2 0 35 11 6 1 35 rderly)


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27 7% 93% Nurses Resignation 2021 Nurses M Nurses F 18% 82% Medical Ordelies Resignation 2021 Medical Orderlies M Medical Orderlies F Resignation Figures


28 92% 8% Nurses Sickleaves F M 69% 31% Medical Orderlies Sickleaves F M Staff Leaves Statistics Type of leaves Leaves Statistic No. of Omani Nurses Days No. of Non-Omani Nurses Days No. Of Medical Orderlies Days F M F M F M Sick Leave 628 51 14106 32 4 212 108 49 2171 Maternity Leave 127 0 5880 5 0 219 14 0 570 Emergency Leave 149 15 635 6 1 41 28 11 125 Absenteeism 5 0 28 0 0 0 1 0 5 Extended Leave 29 3 314 4 0 56 6 0 79 Leave without Salary 45 0 3410 0 0 0 0 0 0 Haj Leave 0 0 0 0 0 0 0 0 0 Hospitalization 5 0 15 0 0 0 1 2 16 Annual Leave 580 50 15899 59 8 2110 92 69 4295 Short Leave 411 35 3378 5 2 27 63 25 740 Attendant Leave 212 12 1112 2 2 4 37 20 202 Edda 0 0 0 0 0 0 1 0 77 Exam Leave 0 0 0 0 0 0 0 1 15 Study Leave 13 9 2467 0 0 0 0 0 0 Accompanied Spouse for Study 0 0 0 0 0 0 0 0 0


29 Sick Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 155 12 4588 8 2 53 21 14 377 Saham 150 13 3547 5 1 29 21 16 589 Khaboorah 59 8 1120 5 1 31 15 5 299 Suwaiq 143 9 1985 7 0 57 24 9 591 Shinas 74 6 1382 6 0 34 19 4 176 Liwa 47 3 1484 1 0 8 8 1 139 Total 628 51 0 32 4 212 108 49 2171 G.Total 679 14106 36 212 157 2171 Maternity Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 18 0 876 1 0 50 2 0 72 Saham 32 0 1406 0 0 0 1 0 26 Khaboorah 13 0 635 1 0 50 6 0 235 Suwaiq 32 0 1419 3 0 119 3 0 137 Shinas 23 0 1125 0 0 0 1 0 50 Liwa 9 0 419 0 0 0 1 0 50 Total 127 0 5880 5 0 219 14 0 570 G.Total 127 5880 5 219 14 570 Emergency Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 17 0 64 0 0 0 5 2 16 Saham 52 6 151 0 0 0 10 7 54 Khaboorah 17 3 104 0 0 0 0 0 0 Suwaiq 43 6 259 4 1 5 6 1 37 Shinas 18 0 47 2 0 36 6 1 12 Liwa 2 0 10 0 0 0 1 0 6 Total 149 15 635 6 1 41 28 11 125 G.Total 164 635 7 41 39 125


30 Extended Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 2 0 15 0 0 0 0 0 0 Saham 4 0 16 2 0 13 1 0 5 Khaboorah 4 1 29 0 0 0 2 0 29 Suwaiq 17 1 241 1 0 31 3 0 45 Shinas 1 1 12 1 0 12 0 0 0 Liwa 1 0 1 0 0 0 0 0 0 Total 29 3 314 0 0 56 6 0 79 G.Total 0 314 0 56 6 79 Hospitalization HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 0 0 0 0 0 0 0 0 0 Saham 3 0 3 0 0 0 1 1 4 Khaboorah 0 0 0 0 0 0 0 0 0 Suwaiq 1 0 5 0 0 0 0 1 12 Shinas 1 0 7 0 0 0 0 0 0 Liwa 0 0 0 0 0 0 0 0 0 Total 5 0 15 0 0 0 1 2 16 G.Total 5 15 0 0 3 16 Annual Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 154 13 3870 11 3 365 24 21 1275 Saham 152 15 4331 5 1 173 20 19 1061 Khaboorah 44 4 1168 14 0 577 15 9 622 Suwaiq 131 11 4072 16 2 572 17 10 722 Shinas 71 3 1619 11 1 352 13 8 406 Liwa 28 4 839 2 1 71 3 2 209 Total 580 50 15899 59 8 2110 92 69 4295 G.Total 630 15899 67 2110 161 4295


31 Short Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 89 9 680 1 0 5 10 5 110 Saham 90 11 689 0 1 6 18 12 264 Khaboorah 52 3 380 2 1 11 9 1 48 Suwaiq 98 6 799 1 0 4 15 5 166 Shinas 32 2 279 0 0 0 1 1 36 Liwa 50 4 551 1 0 1 10 1 116 Total 411 35 3378 5 2 27 63 25 740 G.Total 446 3378 7 27 88 740 Attendant Leave HEALTH FACILITY Omani Nurses Total Days Non Omani Nurses Total Days Medical Orderlies Total Days F M F M F M Suhar 54 5 321 1 1 2 7 6 34 Saham 40 3 236 0 0 0 2 7 44 Khaboorah 24 3 135 1 1 2 4 1 16 Suwaiq 54 0 262 0 0 0 14 5 78 Shinas 20 1 79 0 0 0 5 1 16 Liwa 20 0 79 0 0 0 5 0 14 Total 212 12 1112 2 2 4 37 20 202 G.Total 224 1112 4 4 57 202


Nursing Procedure competencies: S.NO Name of Procedure Institutions performed Total procedure 1. Wound Dressing 15 74 2. Hand washing 9 51 3. Documentation 4 35 4. IV therapy 7 28 5. Intramuscular Injections 4 25 6. Nebulization 5 25 7. IV cannulation 4 19 8. Catheterization 4 18 9. ECG 4 16 10. Suture removal 3 14 11. O2 therapy 4 14 12. Narcotic& Psychotropic administration 4 13 13. NGT insertion 4 6 14. Management & Prevention measure of catheter related to infection 2 RDU 12 15. Priming Hemodialysis 2 RDU 11 Total Procedures 361


32 0% 20% 14% 10% 8% 7% 7% 5% 5% 4% 4% 4% 4% 2% 3% 3% Nursing Procedure Competencies Analysis S.NO Name of Procedure Institutions performed 1. Wound Dressing 15 2. Hand washing 9 3. Documentation 4 4. IV therapy 7 5. Intramuscular Injections 4 6. Nebulization 5 7. IV cannulation 4 8. Catheterization 4 9. ECG 4 10. Suture removal 3 11. O2 therapy 4 12. Narcotic& Psychotropic administration 4 13. NGT insertion 4 14. Management & Prevention measure of catheter related to infection 2 RDU 15. Priming Hemodialysis 2 RDU


Incidents graphs: 3% 13% 3% 39% 5% 8% 3% 26% patient Needle stick Absconded Medico legal LAMA fall/injury treatment Diagnostic procedure administrative Attitude 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 2 6 6 Medica


33 13 2 15 21 3 4 3 0 5 10 15 20 25 Staff 2 9 1 19 ation


7 19 10 4 6 0 2 4 6 8 10 12 14 16 18 20 Missing Damage Not working Medical Dvice Others Equipment


34 45% 10% 4% 41% Escort Ambulance driver staff process


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