The Official Publication of Davao Doctors Hospital | T2 Issue | August 2017
LEARNING ADVOCATES | DDHâ€™s Unit Based Educators PAGE 6
Meet the Experts
Get to know Anna Carolina Lucenda of Human Resource and Dr. Ronald P. Tangente of Medical Education & Training PAGE 9
CAPACITY BUILDING INVESTING IN OUR FUTURE Cover Story
Learning & Development Department: Championing Capacity Building PAGE 4
Cooling-off the Summer Heat: Summer Outing! PAGE 13
DDH 48th Anniversary Free Medical Service for the Community PAGE 14
[IN PHOTO | PRECEPTORSHIP PROGRAM]
Features Equipping Doctors for Better Healthcare PAGE 9
Davao Doctors Hospital hosts the 1st National Spine Injection Workshop PAGE 12
DDH LOOK | The Face of the DDH Brand of Care PAGE 12
wenty years ago, a 40 year old patient of mine developed severe headaches, vomiting and neurologic signs that pointed to a possible brain tumor. Another patient developed chest pains mimicking a heart attack with no evidence supporting such a diagnosis. A dissecting aneurysm was suspected. In both cases we wanted to do a CT-scan but it was only available in Manila. The first patient was brought to the airport to be airlifted to Manila, but her condition deteriorated so her flight was cancelled. The second patient was successfully brought to Manila where the diagnosis of dissecting aneurysm was made and surgery was performed with minor complications. With the hospitalization and cost of stay in Manila of the patient and her companions, the family had to shell out a few millions. Davao Doctors Hospital failed both patients because we had limited capacity to meet their needs. Today, Davao Doctors Hospital has equipped itself with the infrastructure, medical expertise, empowered staff and effective systems to allow us to perform many lifesaving procedures without necessitating transport of our patients to larger centers. It only became possible when we recognized our failures squarely and endeavoured to correct them. It entailed putting in capital, enticing excellent doctors ,nurses and support staff, employing systems and technology, and continuous training, education and development of people. We embarked on serious capacity building. But we continue to fail! There are everyday glitches and incidents requiring attention for such is the nature of hospitals where the complexity of processes, a multitude of personalities and a variety of medical conditions make it the industry least amenable to built-in controls and standards. It is also the healthcare industry where advances happen moment by moment. Inability to cope with the ever evolving global standards-ofcare guarantee failure to deliver an ever present reality. Hence, efforts at capacity building will never cease. Every time we fail, we make sure we fail forward. It’s the only way to be better. This issue of PULSE focuses on Davao Doctors Hospital’s present efforts at capacity building and the indispensable need for everyone to be on board. CELIA C CASTILLO, MD Editor-In-Chief THE PULSE EDITORIAL BOARD PUBLISHER | Raymund CS Del Val EDITOR-IN-CHIEF | Celia C. Castillo, MD, FPCP MANAGING EDITOR | Bam Basan-Anino CONTRIBUTORS Raymund CS Del Val | Dr. Noel Villanueva Maria Karina Santos | Dr. Ronald P. Tangente Dr. Maria Ramona Reyes | Leexen Garcia Corrine Casia | Tracey Lynne Sadicon PROOFING Edu Lopez | Sonia Quijano LAYOUT & GRAPHICS | Jencynt Chu PHOTOGRAPHY | Cholo Dumlao
THE PULSE is the official quarterly newsletter of Davao Doctors Hospital published by Davao Doctors Hospital. Printed in Davao City, Philippines. Distributed in Mindanao for the medical community, health enthusiasts, as well as select hotels, restaurants, cafes, fitness centers and health establishments. No part of this publication may be reproduced or transmitted in any form or by any means, without permission in writing from the Publisher. FOR ADVERTISING & OTHER INQUIRIES Email: firstname.lastname@example.org Call: (082) 222-8000 loc. 1188
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PRESIDENT’S VIEWPOINT We are Future Ready!
avao City has experienced significant economic growth as evidenced by the various ongoing infrastructure projects and new business investments within the metro area over the last few years.
We are committed to future-proof our institution and focus on the following capacity building initiatives:
In the city’s healthcare landscape, new and seasoned hospitals alike have been expanding their operations in Davao City. Banking on the city’s strategic location and its sophisticated market; they hope to get leverage as leading
Davao Doctors Hospital (DDH) must be future ready to be able to face new challenges brought about by the changing times. Future ready is being relevant and responsive to the healthcare needs of the community. We strive to be innovative to address the needs of the healthcare industry and enhance the well being of patients as well as society.
DDH’s ultimate goal is to develop healthcare professionals who are proactive, team-oriented; patient-centered, and science-driven that will help us deliver cost-effective healthcare services. We are future ready!
RAYMUND CS DEL VAL President & CEO
DOCTOR’S CHART KAIZEN
ow does an Organization like Davao Doctors Hospital, not just survive, but thrive in a rapidly changing environment? How do we improve our effectiveness in delivering safe, quality and excellent health services? Beyond the physical structure, financial resources, information and intellectual resources we need to strengthen our human resources. For the Medical Services various programs have been started to address the identified gaps in our services. While we do have the biggest number of Physicians holding clinics in our Hospital, there are still specialties and sub specialties not represented in our staff. Neither do we have the complete
range of Residency Training Programs to offer integrative care. There is a need to actively recruit new blood into our Medical Staff. Policies that constrain recruitment will have to be reconsidered and revised. The graduates of our Residency Training Programs are too few to fully address the slow pace of applications to join our Staff. As a stop gap measure, we have initiated the Fellowship Training Grants for graduates of our Residency Training. The Training Grants have also been made accessible to Consultants who wish to undergo training in new procedures or services not yet available in the Institution. In addition, new Residency Training Programs hopefully will be accredited in Ophthalmology, Orthopedics and ENT. NOEL A VILLANUEVA, MD Medical Director THE PULSE | AUGUST 2017
Learning & Development Department: Championing Staff Capacity Building by: Maria Karina M. Santos
s Davao Doctors Hospital continues to grow, the need to develop a more mature learning and development program becomes more apparent. This is significant for the hospital to succeed in an ever changing landscape of healthcare. Learning and Development Programs are key in keeping the employees aligned with the goals of the organization. It provides capacity building by strengthening staff capabilities to be able to deliver the highest standards of safety and quality in the provision of patient care and better experience for clients through training. 4
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COVER STORY To support Davao Doctor’s Hospital 5R ( Reconfigure, Rebranding, Retooling, Reaching out, Rising above) strategy, 2016 was focused on development and compliance at the internal level. Highlights of this effort include: •
Online Training Needs Assessment (TNA) to identify gaps and provide the necessary training courses.
Focus on hospital wide Patient Safety and Mandatory Trainings.
of DDH as a training provider with Continuing Professional Development (CPD) units for healthcare professionals. The LDD will offer this outreach program to the community by providing learning sessions. •
Adopted the 5 Star Resident Physician Program which presents the ideal DDH doctor, possessing a mix of skills to meet the needs of quality and safety. This highlights the roles of physicians as care provider, researcher, educator, patient safety advocate, and leader.
A training dashboard was created and introduced to provide easy access to training schedule, monitoring and learning modules.
The Good Clinical Practice Workshop for healthcare providers was held in partnership with Wyeth and UP Faculty.
Training Monitoring Handbook was provided for all employees to allow them to monitor their own learning session attendance.
The LDD Dashboard was enhanced for simplified report generation.
Soft Skills Training was provided with the Medical Residents to supplement the skills acquired during clinical exposure.
Partnered with the Philippine Spine Society and offered the 1st in the Philippines- Cervical and Lumbar Spinal Injection workshop.
In partnership with Makati Medical Center Emergency Medicine, an Emergency Medicine Post-Graduate course was held on August 21, 2016 at SM Lanang. The event had 400 participants from all over the Philippines.
To support the hospital’s Rising Above strategy, programs are lined up. The LMS is being planned to allow online training sessions. The 7 Star Resident Physician aims to provide additional community care training in the physicians’ 5 roles mentioned earlier.
This year, the department will be adding more programs to support the hospital’s Reaching Out strategy: •
To further improve program offerings the road map is directed towards the use of blended learning and simulation-based training for the learners to gain To encourage employee engagement with the better understanding on the effect of their decisions DDH Brand of Care, the DDH Look program during medical emergencies and be able to apply the provides employee instructions for embodying necessary attention as prevention for possible error. company values and communicating with Furthermore, LDD will foster additional partnerships, clients. collaborations, expand affiliations, and extend A training program for High Potential (HiPo) trainings to partner institutions. employees aims to provide the skills needed to The Learning and Development Department take on greater responsibilities. believes having the right skill competencies, creating Implement E-learning through mobile awareness, commitment and creativity will keep application. This will ease the transition to a the momentum and allow the TEAM to overcome Learning Management System (LMS), which the challenges to come and be the choice in Clinical is a combination of an E-Library, Mobile Education. Application, and Computer Application for learning evaluation and attendance. ________________________________________________________________ Currently working towards the accreditation
MARIA KARINA M. SANTOS is DDH’s Director for Learning and Development.
THE PULSE | AUGUST 2017
Learning Advocates by: Jencynt Chu
n an organization that values the Culture of Learning, Unit Based Educators (UBE) and Unit Nurse Educators (UNE) are among the chosen few who provides educational leadership and encourages evidence-based research. They serve as role models and advocates Continuing Education as key to have a strong and unified brand of care. They are tasked to educate and update fellow hospital personnel with hospital policies, business processes and other information that are essential in hospital and admin operations. Last July 14, 2017, we have gathered 4 Unit Based Educators and 3 Unit Nurse Educators for our Regular Focus Group Discussion.
How did you become a Unit Based/Unit Nurse Educator?
Karen Kae Bagay – Staff Assistant Laboratory Department Wala akong medical background but I was designated to be a unit based educator for laboratory. Medyo tight ang manning and we have difficulty in terms of Medical Technologists’ schedule. I was the best candidate for the position wherein I can attend all meetings. Keshia Cayode – Nuclear Medicine Staff I was chosen to be a unit based educator because according to our unit manager, I am capable of relaying the details to our colleagues. Laura Dianne Arguillas – Liver Center Staff I became a unit based educator because I had to replace a senior staff who was resigning at that time. Jillian Tan – 4C Staff Nurse I was chosen by our head because one qualification of being an UNE is that you must be a nurse preceptor. Ivan Braga – Learning & Development Educator I was the Unit based Educator at the 4A Department but I was transferred 6 THE PULSE | AUGUST 2017
to 2A Department and replaced their UNE because no one is taking the position but it gave me benefits as I continued to be an UNE. Herminigildo Lo – ICU 2 Staff Nurse I became a UNE not by choice but by chance. Our previous Unit Nurse Educator was promoted as a telenurse representative. I was appointed by our head nurse to do the job.
What are your goals as educators?
Karen Kae Bagay – Staff Assistant Laboratory Department To make sure that all Medical Technologists undergo mandated trainings, to make sure that they are updated in all policies and procedures of the hospital. Keshia Cayode – Nuclear Medicine Staff It’s easier to cascade the information from our meeting. Laura Dianne Arguillas – Liver Center Staff I am tasked to re-echo the things being discussed during the meeting and to emphasize the right practice to be followed. Jillian Tan – 4C Staff Nurse My goal is for my fellow nurses to be aware, updated and understand the policies and procedures especially sa schedule ng nurses, we’re very busy.
CONVERSATIONS Herminigildo Lo – ICU 2 Staff Nurse My goal is to represent the unit. We do discussions whenever we are in session every Thursday. We discuss interdepartmental concerns and we voice out the sentiments of our colleagues as well. Since most of the UNE are staff nurses, the outcome is very different and more productive compared to the outcomes of the head nurses meeting, because head nurses do not handle patients anymore. Richard Estanislao My goal is to make sure that no one is left behind. Everyone should be aware of the updates on policies, procedures and tools that can be used when working. Ivan Braga – Learning & Development Educator Our main goal is being the first one to know what’s new for you to explain it to your staff or colleagues in a way that they will understand.
What are the challenges you encountered?
Laura Dianne Arguillas – Liver Center Staff The challenge I encountered is the resistance to change kasi senior tapos iba yung policy nung nagsimula sila then biglang naimprove. Keshia Cayode – Nuclear Medicine Staff Alam naman nila ang policy pero may ginagawa silang own way and sometimes if we have lots of patients, we can’t follow the protocols. Jillian Tan – 4C Staff Nurse For me, since I was assigned at the pedia department, some policies are for adults although it can also be applied to pedia, there is a need for your colleagues to understand para maaply nila. We have to understand the policy for adult kahit di namin inaaply. Another challenge is ang pag maintain. Herminigildo Lo – ICU 2 Staff Nurse There are only few challenges. One is resistance to change. In our department, almost every week, we are bombarded with new policies and procedures, I am responsible to know that first and it is also my task to orient new nurses so that they will not be left behind with the changes that we are applying. We made it as a standard so that ward nurses can have somebody to look up to. Another challenge is to exemplify the change because of the number of changes every week. Another challenge is when our responsibility extends outside the department because from time to time, we are asked to become speakers to the newly hired nurses. Recently I did 10 mandatory seminars for the entire nursing department for one week. Richard Estanislao- Eye Center Staff It is challenging for me especially when the people I am working with is new to the company. Not only policies are changing but the staff as well. Ivan Braga – Learning & Development Educator It is a challenge for me when I cannot cascade everything that is given to me. It comes when you yourself can’t attend a specific meeting because you are still a staff of a department. When there’s a problem in manning, you will be the one to cover.
How do you think these challenges will be managed?
Laura Dianne Arguillas – Liver Center Staff I just let them understand that these are the things that we need to follow not just for the accreditation but for the advancement of our center as well. Keshia Cayode – Nuclear Medicine Staff I let them read the policies again. We should have a blame-free culture. We must follow it para masanay na rin ang mga patients natin sa new rules. Hindi tayo dapat maging selective, it should be applied to all. Karen Kae Bagay – Staff Assistant Laboratory Department We need to have proper coordination in terms of schedule. As UBE, I have to be creative in terms of the effective channel that I will be using in communicating with them. Di pwedeng nakapaskil ka lang ng policies, okay na. You also need to make follow ups.
Jillian Tan – 4C Staff Nurse Educators need to have authority and take the responsibility fully kasi lahat rin naman kami, ang problem is on how they understand the teachings na binibigay namin sa aming co-staff. Kung di ka rin naman that knowledgeable, we ask help from LDD. Herminigildo Lo – ICU 2 Staff Nurse To combat these challenges, it is very important for us to command authority. Based on my personal experience, almost 80% of the staff nurses in my department are my seniors in terms of the number of years they have been with DDH. The technique there is to really befriend and respect your senior so they will return the favour as well. Personality is a key to capture the interest of our colleagues. We must have a very outgoing personality in order to survive this challenge. We need to accept criticism. From time to time we also commit mistakes. Constant reminder is also needed not only for the staff but for us educators as well. Richard Estanislao- Eye Center Staff These challenges can be managed if we educators prepare ourselves before we cascade new information. If I encounter something that I can’t completely understand, I seek help from my superior or my coeducators. Ivan Braga – Learning & Development Educator We need to be informed with the schedules ahead of time so that unit managers and head nurses can’t have difficulty in adjusting your schedule and can have someone who can replace you when you do admin works being an educator.
Do you enjoy being an educator? Karen Kae Bagay – Staff Assistant Laboratory Department Yes. It gave me confidence because we get to know the policies and procedures first hand. We meet people in the top management who give trainings. As a person na walang medical background, mas naapreciate ko ang trabaho ko sa hospital and connect the admin work to medical operations. Herminigildo Lo – ICU 2 Staff Nurse I do enjoy this job primarily because of personal goals. I always had a passion for teaching. We feel empowered that we are able to give insights and we become agents of change. The Directors can listen to the actual problems and changes will be applied. Jillian Tan – 4C Staff Nurse Yes because we get to know the things first hand and there are some details that are discussed exclusively for top levels. When I became an educator, I understood the reasons for such changes. So when I go to the department and hear their complaints, I can connect for them to understand what is happening in the hospital. Richard Estanislao- Eye Center Staff Yes. I am able to get to know new people and interact with them by sharing our insights regarding the policies and for us to assess how effective these policies are. Ivan Braga – Learning & Development Educator Yes. It is a very fulfilling job. We can get insights from the admin point of view. As a staff you can’t automatically see why the change was made and why is it necessary. One thing I enjoyed is, I am able to answer some queries that other staff can’t. Exchange of information from top managers to us are being shortened compared when we were in our departments because it passes through many channels. You being a staff, it passes through your unit head, then to your supervisor before it goes to the director of the Nursing Department. But we educators are now directly connected to the director of the Learning and Development Department. So the process is being shortened and feedback is immediate. IN PHOTO Standing L-R | Richard Estanislao, Laura Diane Arguillas, Karen Kae Bagay, Ivan Braga SeatedL-R | Keshia Cayode, Herminigildo Lo, Jillian Tan
________________________________________________________________ CONVERSATIONS, is a part of The Focus Group Discussion Project ( FGD) initiated by CorpComm group. The activity aims to get positive narratives from DDH’s management, employees, business partners and patients.
THE PULSE | AUGUST 2017
MEET THE EXPERTS
MEET THE EXPERTS Ronald P. Tangente, MD
Assistant Director for Education and Training
r. Ronald P. Tangente – a natural born leader, visionary, achiever. With 23 years of passionate service as an Orthopedic Spine Surgeon, he has introduced innovative surgical spine procedures to our institution. He made possible the hosting by Davao Doctors Hospital, of the very first National Cervical and Lumbar Spinal Injection Workshop in the Philippines. He spearheaded and championed the development of the Doctors Portal, an IT program geared to help the doctors in their daily tasks. He has organized the training arm of the Medical Service to make it more responsive to the needs of our residents, interns and clerks. He has been a solid pillar supporting the Medical Director as his Assistant Director for Education and Training. Dr. Tangente had a unique journey as a resident and fellow, which was characterized by relentless persistence and indefatigable search for more and better ways of doing things . It’s an interesting story worth listening to. Because of his own experiences, and his desire to inspire young doctors , there is no better person to hold the reigns of the Medical Education and Training than Dr. Tangente.
Anna Carolina Lucenda
Assistant Director - Human Resouces
ou must be a people-person to deserve the role of Assistant Director for Human Resource and overseer of the Customer Care Department. Anna Carolina Lucenda, fondly called Jhang, fits the role to a tee. Jhang is fully conscious of the Davao psyche, having been born in the city, the youngest in a brood of seven, and having undertaken her school years at the University of the Immaculate Conception. She is not foreign to healthcare and to Davao Doctors because she pursued Bachelor of Nursing at the Davao Doctors College for the simple purpose of equipping herself to take care of her father. However, her nursing course was put to a halt when her father died. She shifted course and graduated Bachelor of Science in Psychology. She went on to pursue and complete Master in Management at the University of the Philippines Mindanao. Recognizing her capacity as a human resource practitioner, she became a member of the BOD of the People Management Association of the Philippines, Davao Chapter, representing Davao Doctors Hospital. Known to everyone as fun-loving and exuding warmth, Jhang has engaged people positively and inspired them to do their utmost. Jhang believes that to make it big, one just need to believe in himself and deliver….add it up with a prayer.
THE PULSE | AUGUST 2017
Equipping Doctors for Better Healthcare by: Ronald P. Tangente, MD
t is apparent that health organizations want and need Ihealthcare. to improve their potential and impact in delivering A doctor’s responsibility is now beyond consultations and surgical procedures. There is no doubt that health professionals, specially doctors, play an important role in our society. However, we should ask ourselves: “ Are the health professionals trained enough to confront the present and future demands on health”?
Capacity building is considered as one of the main objectives of the Medical Service Department as it engages all its members in active learning. This strengthens the abilities, skills and knowledge of doctors in caring better for their patients.
To enhance their values of social consciousness, civic-mindedness and service above all .
The committee believes in constant learning by supporting continuous professional development through local and international trainings and by providing educational assistance through the scholarship grants (immersion, travel, research) for our resident doctors and fellowship grants for our residency training program graduates.
In addition, through the assistance of the Learning and Development Department trainings are conducted regularly throughout the year and range from administering medication, intravenous (IV) insertion, The Medical Service Basic ECG training, Basic Life Department is headed by Support (BLS), Advanced the Medical Director, Dr. Capacity Building is considered as one of the main Cardiac Life Support (ACLS), Noel A. Villanueva, alongside Pediatric Advance Life the Assistant Director for objectives of the Medical Service Department as Support (PALS), as well Medical Services, Dr. Fides as soft skills to equip our it engages all its members in active learning. R. Ababon, and assistant doctors in serving patients Director for Medical of different circumstances Education, Dr. Ronald P. and personalities Tangente. Together they with compassion and ensure that the branched functions of clinical practice, understanding. training and research are accomplished through effective communication and coordination. The department also focused on the intensive training The Medical Education Committee headed by the program on research to optimize research performance Assistant Director for Medical Education, consist of the and produce high quality researches applicable in our Residency Training Program Chair, Dr. Sigrid A. Barinaga, setting in order to ensure excellent clinical outcomes. the Internship/Clerkship Program Chair, Dr. May U. Developing research capacity is accomplished through Naranjo and the Research/Publication Chair, Dr. Teodora formal education through postgraduate courses, in-house Amor N. Evora and the Medical Records Chair, Dr. Doroteo informal research workshops, and mentoring. We believe L. Floresca, Jr.. The committee was established for the that focusing on research can help guide future program direction and goals. Some of our research output following purposes: • To develop professionalism and skills among The world is changing fast. As part of a growing staff physicians, population in this healthcare institution we need to be • To prepare trainees comprehensively for motivators of positive change. We should continue to learn specialization and eventually for certification as a and broaden our horizon. We are a team, and together, we have the challenge in our hands, to deliver the best and Diplomate/Fellow in their chosen field, appropriate healthcare service because at Davao Doctors We Care For Life. • To stimulate and develop their capacity for clinical Hospital, ________________________________________________________________ investigation, research, education, RONALD P. TANGENTE,MD is the Assistant Director for Medical Education & Training (Medical Affairs Office)
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ROAD MAP • Accredited Training Provider • Learning Management • System • 7 Star Physician Evidence Based • Research Center for Medical Training Dashboard Enhancement version 3
Step Up Programs • MDP Management Development Program for Middle Managers • Career Ladder Model
2017 EMPLOYEE FIRST PROGRAM
• LMC – Labor and Management Cooperation • Skills Mix • Incentives for Performance • Star Awards • Scholarship Grants & Reward for Academic Excellence • Employees’ Counselling Services • Balik – Serbisyo Program
• DDH Girl • HIPOS Training • 5 STAR Physician Clinical • Enhancement Program • Nurse Residency PRC Accreditation as Training • Provider (CPD Units for Professionals) In House E-Learning
Capacity Building Road Map
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• Online - TNA Training • Centralization & Prioritization • Creation of GOP for Ancillary • Compliance to accreditation standards & mandated trainings • Dashboard and Monitoring Handbook • E-voice
by: Maria Ramona Reyes, MD [IN PHOTO | WORKSHOP PARTICIPANTS & SPEAKERS]
Davao Doctors Hospital hosts the 1st national Spine Injection Workshop in the Philippines
n May 2, 2017, the Philippine Spine Society (PSS) in partnership with Davao Doctors Hospital offered the first Philippine Spinal Injections Workshop. Spearheaded by our very own Dr. Ronald Tangente, this activity was conceptualized to create a venue for spine surgeons to share their techniques and experiences in cervical and lumbar spine injections with the aim of improving clinical practice and skill in spine surgery. This also allowed the PSS Mindanao Chapter to showcase Davao City and the current medical and surgical advancements that it is able to offer. The workshop was attended by over 70 surgeons from all over the country. Participants were warmly welcomed by DDH Corporate Research and Development Director Dr. Celia Castillo, who opened the event, and Dr. Tiong Sam Lim, vice president of the Philippine Spine Society. The morning program featured comprehensive lectures from guest experts in Spine surgery as well as Pain specialists and anesthesiologists. In the afternoon, live surgeries on spine injections in the cervical and lumbar spine were demonstrated by Pain specialist Dr. Emmanuel Villano and Orthopedic spine surgeon Dr. Rafael Bundoc. Participants
viewed the procedures directly in the operating roomâ€™s cardiac catheterization lab while the rest watched from the conference room at the Oncology building via live streaming. Thanks to our IT support staff, the moderators were able to conduct exciting real time Q&A sessions between the faculty and attendees. Spine surgery continues to evolve globally. We strive to make procedures better, safer, and less invasive for our patients. This activity was made possible by the joint efforts and active participation of the Philippine Spine Society organizing committee and our DDH staff. With the able coordination of Ms. Karina M. Santos, DDH director of Learning and Development Department, the untiring work of Dr. Rhen Reyes, Neurosurgery chief resident, and the support of our partner sponsors, the workshop was indeed a success. The first of its kind. But definitely not the last.
________________________________________________________________ MARIA RAMONA REYES, MD is an Associate Active Consultant at DDH specializing in Spine Surgery.
THE PULSE | AUGUST 2017
by: Leexen Garcia
PROMOTER: upholds, spreads, encourages, and takes part in the development of the company WELL-GROOMED: well-cared hair, skin, etc.; welldressed, clean, and neat; smart and snappy in appearance EFFECTIVE COMMUNICATOR: skilled at conveying information, ideas, or policy to the public; adequate to accomplish a purpose P R A C T I C E C O R E V A L U E S : habitual or customary performance of the organization’s fundamental beliefs
hese four adjectives define a Davao Doctors Hospital (DDH) employee. A highly skilled and committed employee is essential to the success of the organization and is expected to exemplify the hospital’s vision and mission statement.
the organization’s direction in order to deliver the brand of care it offers. From the very beginning of the selection process, LDD identifies and sets a profile. Those who are considered are trained to instill the DDH core values. Once they are molded, fully evaluated and found approved to possess the qualities required of them, they are deemed ready for deployment. Throughout the training program, a mixture of methodologies such as lectures, video presentations, demonstration, and simulation was adapted to ensure maximum learning retention. And this is not only limited to classroom setting. After the learning session, trainees were observed and rated once they get to their assigned departments. This timely evaluation or follow through program ensures that the learning will not remain theoretical, but will actually be applied in the work area. Pilot run of the first batch of participants were the nurse trainees of GOP batch 88 (January 2017).
Client interaction should not only give an individual It was November of 2016 when mark or signature, but Learning and Development Department (LDD) did a focus Brand is the set of expectations, memories, stories should leave a uniform impression of what the group discussion and asked key personnel (including and relationships that, taken together, account for hospital brand is. That is why DDH believes members of the EXECOM) about their ideas on how a DDH the consumer;s decision to choose one product or that building a clear and consistent brand image employee should embody the is a strong strategic hospital’s core values, and live service over another. initiative. And working by its vision and mission. That on branding is the one of discussion came up with the =Seth Godin= the best investments the creation of the “DDH Look”, a author & speaker management can make. visual representation which Considering how brands communicates the DDH brand have moved beyond a of care. This raises the standard mark of ownership, it for employees as brand of care ambassadors who will support and enhance the company now includes a multitude of things, behavior (how you image to help make the customers and clients understand act), visual language (how you look), and tone of language the company and what Davao Doctors Hospital is all about. (how you speak), that create emotional connections validated through daily interactions. The DDH Look Program for DDH personnel, front liners, and support staff is highlighted during new hire training. This year, another milestone is aimed through the The program mainly aims to give detailed instructions on implementation of the DDH Look. how a DDH employee should represent the hospital and how to communicate this to valued clients at all times. To establish an image, there is a need to harness individuals with positive outlook and attitude, individuals who share
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________________________________________________________________ LEEXEN GARCIA is part of the Learning and Development Department Training Team.
Cooling-off from Summer Heat: Company Outing! by: Tracy Lynne Sadicon
he highly anticipated summer event of the year has finally arrived at Davao Doctors Hospital! This year’s summer fun was held at the Eden Nature Park & Resort last May 20, 2017 joined by over 200 employees. The emcees, Ms. Corrine Grace C. Casia of the Customer Care Department and Ms. Angelic Jan C. Ramos of the Customer Information Center, welcomed the participants and the HR personnel opened the program to a lively dance number. Before the teams compete with each other in the playing field, they wowed the audience in their energetic and creative team presentations. Each team put the house in such an exhilarating mood with their boisterous motions, harmonized chants or yells and balloons waving in the air. The first game was called Marble Relay. Using chopsticks, the players had to pass the marbles from a basin to the next player up to the last player and then to the other basin. The team with the most number of marbles would win the game. Second on the list of games was Suck It Up! Players used straws to transfer Nips chocolate from one basin to another. Unlike the previous game, the players didn’t have to pass the chocolates to their fellow team players. Same as before, the team with the most number of Nips would win the game. Third was the game Slap Happy. One by one, fellow team players had to slap a tennis ball from one end to another using a makeshift fan. The fastest team to finish would win the game. Fourth in line was the Hola Games. Team players had to fit themselves inside a wooden hula hoop and then wind the toilet paper (held by the Game Marshalls) around their huddled selves until the toilet paper ran out. The team that ran out of toilet paper first would win the game. The second to the last game was named Defy Gravity. Players in the same team had to hold hands and form a circle. Then, they had to make sure that their two balloons would not fall on the ground by hitting the balloons without breaking their hold on each other. The team that could sustain their balloons up in the air the longest would win the game.
The final game was called Inside Out. Starting from one basin, players had to use props provided by the Game Marshalls to form a bridge for the Ping-Pong balls to pass through until they would reach the other basin. Any balls that fell out had to be returned to the first basin. The first team to transfer all the balls would win the game. After the high-spirited and hilarious play, the participants were asked to return to their seats while the committee prepared the final tally of scores. It was then discovered that there was a tie between the Blue Shark and the Green Piranha, so the teams were put on a tiebreaker game, the repeat of the Defy Gravity. The Green Piranhas bounced excitedly and cheered their throats hoarse after emerging as this year’s overall champion. Before the awarding, raffle prizes (Skyrider & Skycycle) were given out to fifteen people. For winning the team presentation, the Yellow Barracuda received a special prize. After that, the Pink Stingray was awarded for being the overall third runnerup. Then, the Yellow Barracuda returned to the stage to receive their prize as the overall second runner-up. As the first runner-up, the Blue Shark was called to stage right after. Last, but certainly not the least, the Green Piranha claimed their rightfully big box of prizes and cheered some more onstage as the winning team. After all the euphoric rush of adrenalin, everybody enjoyed a gastronomic treat to a scrumptious buffet c/o the Eden’s. After the program, participants spent the rest of the day enjoying what the Eden has to offer. All in all, the Company Outing 2017 garnered a favorable response from its participants. The games were thoughtfully created and the entire summer outing was an excellent way to take a good break from all day’s work. Employees are now looking forward to next year’s outing. What a way to cool off from the scorching summer heat!
__________________________________________________________ TRACY LYNNE SADICON is part of the HRD - Employee Welfare Section.
THE PULSE | AUGUST 2017
DDH 48th Anniversary Free Medical Services for the Community by: Corrine Casia
hrough the years, Davao Doctors Hospital celebrates its anniversary , not only through bringing joy to its staff and clients, but also through reaching out to the community. In partnership with the DDH Balik Alay Foundation, the Corporate Social Innovation Team conducted a Free Clinic on June 30,2017 at the DDH Founders Hall Lobby and at the DDH Annex 4 Building. The Medical Staff offered free medical consultation in Internal Medicine; Free Alis Bukol with the Surgeons; Eye, Dental and Pediatric consultations; and OB-Gyne consultation with Free Pap Smear. We also offered free massage services facilitated by the DDH Care Ambassadors. Students from the Davao Doctors College also participated actively in this activity. This year, 593 patients availed of our services – 131 had eye check-ups, 197 had consults with our internists, and 50 women were served by our OB-Gynecologists. 129 children were seen by our Pediatricians, 42 by our surgeons and 44 had their teeth problems managed by our dentists.
Medicines were also made available free of charge. To highlight the importance of emotional release as part of the healing process, the Patient Counsellor Team conducted a workshop called Open Heart Art Therapy much to the delight of patients and employees especially when their works were posted. The participants were able to ventilate what’s inside their hearts through drawings and poetry. Processing of patients and their significant others is one way of achieving genuine healing, physically, mentally and spiritually. This Anniversary celebration, truly, was a way of thanksgiving for the outpouring of blessings upon our institution through the years as it seeks to continuously touch lives beyond borders.
Corrine Casia is DDH’s Corporate Social Innovation Associate, under Customer Care.
LETTERS AWESOME EXPERIENCE
Based on my experience when I was confined to DDH, I was amazed by the amenities and facilities its a high quality standards hospital. The staff there are friendly,approachable and very accommodating.Highly trained Nurses, and knowledgeable Doctors. It took me a couple of minutes in processing my documents. The effort was very appreciated. Very conducive to all patients,organized processed and disciplined staff.
My experience was good. The facilities are good. The staff were approachable and courteous and I’m very thankful to my surgeon Dr. Edward James Mangaoil and Dr. Francis Jennifer Tongcos. They are so warm accomodating and gentle....sana lahat ng mga doctor kagaya nyo....
Moreover, I really like to promote this to the next generations that DDH is a good choice of the family.So I highly recommend this Hospital not just here in the Philippines but also in the Whole world. Thanks DDH for the care and love you showed me..It was an awesome experience there..Continue to inspire people to help them to heal and to feel better..Lastly, to Our Almighty Father who helped me to get better .. Keep up the good work DDH..Aim higher and Soar higher. To God be the Glory.
Shann Kervin Baban
THE PULSE | AUGUST 2017
God bless you both!!!
WE’D LOVE TO HEAR FROM YOU! Please write to us at: firstname.lastname@example.org Letters may be edited for clarity and brevity.
Fast Facts and Figures about Cord Blood Banking and Cordlife Banking your baby’s cord blood could be a lifesaving Fast Facts and Figures about decision for your little one and your family. Cord blood banking is the process ofBanking saving the stem cells foundCordlife in the Cord Blood and blood of the newborn’s umbilical cord and is done during the birth your of thebaby’s baby. cord blood could be a lifesaving Banking decision for your little one and your family. Cord blood banking is the process of saving the stem cells found in the blood of the newborn’s umbilical cord and is done during the birth of the baby. When banking your baby’s stem cells found in the umbilical cord blood, you only get one chance and one choice, and this is at the point of the delivery of your baby. When banking your baby’s stem cells found in the umbilical cord blood, you only get one chance and one choice, and this is at the point of the delivery of your baby.
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baby’s Average cost of daily cup of black cofee: stem cells are a Php50.00 perfect match for him/her. It also has a higher chance of match with siblings and of your baby’s first degree family members. stem cells are a perfect match for him/her. It also has a higher chance of match with siblings and first degree family members.
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may individuals may need stem cell transplant in their lifetime. 5 PA R E N T S Cordlife is a consumer healthcare company that serves the needs of mother and child through stem cell banking. P A R E N T S5 It is trusted by Cordlife is a consumer healthcare over 300,000 company parents that serves the needs of mother and worldwide for child through stem cell banking. the health of It is trusted their family. by over 300,000 parents worldwide for the health of their family.
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To date, Cordlife Group has of your Up to generations collectively released 36 cord blood familytocan be protected with the units clients for treatment. Cordblood Network. It assists in the search for a matching cord blood unit for your family your Up to generations members should the needofarise. family can be protected with the Other benefits of banking your Cordblood It assists baby’s bordNetwork. blood with Cordlifein the include search for a matching Cordlife Shield,cord blood unitCare for your Transplant andfamily Double members shouldGuarantee. the need arise. Protection Other benefits of banking your baby’s bord blood with Cordlife include Cordlife Shield, CordBlood Transplant Care Network and Double Protection Guarantee.
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(02) 332-1888 / Make sure to remember these (02)numbers! 470-1735 you may also email us at (02) 332-1888 / email@example.com (02) 470-1735 1. Nietfeld JJ, Pasquini MC, Logan BR, et. al. 2008 Biology of Blood Marrow Transplantation. 14:316-322 2. Diseases treated page. Parent’s Guide to Cord Blood Foundation. http://parentsguidecordblood.org/diseases.php. Accessed March 20, 2015. 3. For details, visit www.Cordlife.ph/en/release-track-record 1. Nietfeld JJ, Pasquini MC, Logan BR, et. al. 2008 4. Php 29 cost is based on Cordlife’s Cord Blood Biology of Blood Marrow Transplantation. Banking Prestige Value Plan, Cordlife’s highest 14:316-322 value 18-year plan 2. Diseases treated page. Parent’s Guide to Cord 5. 4. As ofFoundation. July 2016,http://parentsguidecordbased on consolidated figures Blood of Cordlife Group LimitedAccessed and its associates. blood.org/diseases.php. March 20, 2015. 3. For details, visit www.Cordlife.ph/en/release-track-record 4. Php 29 cost is based on Cordlife’s Cord Blood Banking Prestige Value Plan, Cordlife’s highest value 18-year plan 5. 4. As of July 2016, based on consolidated figures of Cordlife Group Limited and its associates.
you may also email us at
Subsidiary of Cordlife Group Limited, a Singapore Exchange Mainboard Listed Company.
THE PULSE | AUGUST 2017
Published on Aug 8, 2017