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RF_COM_H_91_SUDHA
Appendix-I
Objectives of St. Martha’s Hospital
St. Martha’s Hospital, Bangalore was founded in 1886, in response to the need felt for
caring for the stricken during a time of plague, drought and famine. The hospital’s
functioning is animated by the philosophy of loving compassion for the poor and the
suffering. It provides competent medical care in a spirit of service and without a motive
of profit to all, without distinction of caste, creed or race.
This is a Catholic hospital established and managed by the Congregation of the Sisters of
the Good Shepherd. It has 600 beds for inpatient care; and about 800 patients a day are
treated as outpatients. There is an extension centre at Uttarahalli which functions under
the School of Nursing attached to this hospital. The Community Health Department of
the hospital helps in extending health care to certain urban slums in the city.
All the staff of the hospital are expected to be guided and motivated by the above;
mentioned philosophy of the hospital and to strive for the advancement of the noble
objectives with which it was set up.
OBJECTIVES
O'
The main objectives of St. Martha’s Hospital, a Catholic acute care, general hospital —
establishment and managed by Religious Sisters of the Good Shepherd, are
1. To serve the sick and ailing irrespective of caste, creed or race with health care of
good quality at a cost that is affordable by the people in general,
2. To provide competent, comprehensive health care for the whole person, the family
and the community, with love and compassion as taught by Jesus Christ, the Good
Shepherd,
3. To provide health care and service, observing with honesty and integrity all the
principles of medical and bioethics, as are applicable to a Catholic Hospital,
4. To conduct educational/teaching programmes in various fields, such as nursing,
laboratory technology, radiography, rehabilitation and post-graduate medical studies
and, in doing so, to maintain high standards,
5. To initiate and participate in such other activities as are conducive to the
improvement of the health of the people at large, more particularly those in the
weaker sections of Society.
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IHTRODUCTICH
Health is a right of every person and each one of us
likes to enjoy good health and have an able body.
" The Glory of God is man fully alive"
and we, in St. Martha’s Hospital, strive
make this fullness
a reality in all aspects; physical, emotional, spiritual, mental and social
thr'".!gh o;,r hv-lteg ministry.
The Lord has filled me with his spirit,
He has cliossn me
and sent me to bring
good news -bo the poor,
to heal the broken hearted,
to announce release to captives
end freedom to those in prison.
X
Is. 61/3 & Luke 4/18 & 19.
0><?.c-^c--le-i- t
St. Marthails hospital,[yas founded in 1386, in response to the need felt
for caring for the striken during the time of plague, drought and famine.
It had a hamble beginning with very few beds, gradually it expanded has grown
and branched out to the various departments and outreach programmeswith
educational facilities, such as, School of Nursing, medical and para-medical training.
With the rapid growth & development in.
Medical and health care,
Science and technology.
Education and population,
S.t. Martha’s Hospital assures a high quality health care in a
wholistic way to all especially to ths poor, the women and children in the most
cost effective manner with our limited resources upholding all ethical values.
VISION
We, Sisters of the Good Shepherd, inspired by the merciful love of
Jesus, to reconcile and heal our broken world, strive to create an environment
of compassionate care and healing.
The effects oftha globalised world has brought on the one hand nation
and people together but on the other hand, has oaMMd>to a great extent lost
ntny values and the respect for life. Hence, we are callanged to care for persons
in need of wholeness and healing.
2
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Our Mission as Good Shepherd Sisters in India is by prayer and
5acrifice
y
ugh our own experience of the
merciful love of Jesus the Good Shepherd to all especially girls ,?nd
woman who are poor and exploited by means of qualitative, social,
educational and health ministries.
hh-LLUSliif
We believe that every person is created in the image and likeness
of (rod is an unique person with intrinsic value, as our Mother Foundress,
St. Mary Euphrasia says " A. person is more precious than the whole world.”
VvJIM
That
life should be
ip-scted and. that
child has a right
•’co bo benn and bo bom for happiness.
Wo believe teat our service relates to the whole person through a
ministry ox* coring and nutwing.
Wo assist individuals, families and
communities to prevant illness, promote and restore health and alleviate suffering.
Ths special trait of this institution is that we imbued with
the spirit of Jesus the Good Shepherd, show his compassionate
love
particularly to bhn poor, lonely^ the lost and those in nood of health.
We build a community of love, understanding tod trust among all
-those who work in our hospital.
We believe that we cun provide a competent medical care in a spirit
of loving service to all, irrespective of caste, creed, race or gender.
That wa respect the religion of all the patients and prepare
then for their final. journey. ( For catholics by administering tee
Sacrament of tee Sick).
OBJECT IVES
1,
To promote respect for tee worth end dignity of all human life
from conception till death.
2.
To serve tee sick and ailing irrespective of caste, creed, race
or gender, with health care of good quality at a cost that ifl
affordable tyr the people in general.
3.
To develop team spirit of working with other members of health team
end community in the promotion ox* health, prevention of illness,
restoration of health and alleviation of suffering.
4.
To provide competent end comprehensive health care for tee whole
person, the family, and the community, with lava and compassion as
taught ’ey Jesus Christ, the Good Shepherd.
r
...
5.
3
To provide health care and service, observing with honesty and
integrity al 1 the principles of medical and bio-ethics, as are
applicable to a Catholic hospital.
6.
To conduct hducational/teaching programmes in various fields,
such as nursing, laboratory technology, radiography, rehabilitation
and post-graduate medical studies and in doing so, to maintain
high standards.
7.
To initiate and participate in such other acitivies as are
conducive to the improvement of the health of the people atlaige, more
particularly those in the weaker section of Society.
8.
To provide education, counselling and support to people in crisis.
'
9.
To make people aware of the importance of ecology and
preservation of our planet.
STRATEGY
1.
St. Martha's Hospital takes care of any patient who needs our
services within our capacity and amenities.
2.
We try to awaken in them a sense of their weth and dignity
as Children of God through our loving service.
3.
Care is given to every patient irrespective of their
economic status.
4.
Vie respect the religion of every patient.
5.
We in the hospital,Lat all times be courteous and considerate
<3 kJ'
to the patients, visitors, the public and above all to each other.
6.
We motivate all those who are working in the hospital to give
of their best, to be dedicated and committed through talks, prayer
services, seminars, inservice programmes, retreats, periodical
evaluations and mass media.
7.
We uphold and promote the teachings of the church, and not allow
the practise of abortion, sterilization and the use of contraceptives,
but explain and encourage Natural Family Planning through posters,
street plays, peace walks, etc.
8.
Through our community health care, and outreach programmes, we promote
7
health care to the weaker section of society.(Uttarhalli, and urban slums)
9.
We promote prevention of illness throgh anti-natal, well-babjt, chest
and cancer clinics, immunization, family welfare centre, counselling,
audio visuals and posters.
10.
11
We, disseminate values through our public audio system.
v.
11.
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We Befifend people v?ha are sick and those who are on trie .
verge of drastic behaiiour through pastoral care/hotline system.
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Prevent smoking, give talks on importunes of growing plants
keep 'k—-. .atiylwffiC'.nt clean; provide .dustbins <lihe .USE,® etc.,
and keep the garden clean. •
3.
In-^wr--hospital Ua take cars of the spiritual needs of the
patients, especially catholic patients by ministering the
sacrament of. the sick and distribution of Holy Cpanunion.
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_________________________ R; ' / i G--
FRAMEWORK OF EVALUATION
{For consideration of Review Committee and Health Commission on 18th March, 1998}
• Xc7* V If u >
Evaluation of St. Martha’s Hospital through a reflective process (March September 1998),
A.
Some Key Questions I Issues to be considered by Review Committee in the context of
the TOR the background papers and Annual Report of 1996-97 provided by the
Health Commission
1) Is the Hospital Apostolate in tune/consistent with charism, mission, vision,
and philosophy of the Good Shepherd Sisters? Which is:
i)
“Poor, exploited, oppressed and socially discriminated, especially girls
and women, in personal, family and social difficulties through
institutionalised and non-institutionalised efforts in urban and rural
areas ” (January 1995)
ii) “Children, girls and women. ..including commercial sex workers,
twilight girls, persons with AIDS, working children (child labour) and
domestic women workers ” (January 1995)
How does this ‘charism ’figure in the:
a) Focus of the work of the hospitals?
b) Focus of the type of staff/team members in the
institution?
c) Focus of the nurses training institution?
Does the charism mean the hospital should focus on
women, women’s ill health and women’s problems ?
Ifyes, then how ?
If No, then why not ?
2) Does the hospital reach out to the less affluent sections/poor in the population
of Bangalore?
What percentage of outpatient/inpatient are provided free/subsidised
care?
b) Is this trend increasing, status quo or decreasing?
c) What other measures are being taken to make the services of the
hospital, become more accessible or utilised by the poor and
marginalised?
a)
d)
What problems have been faced to increase the percentage of free and
subsidised care?
3) Are the hospital policies in various departments spiritually sound?
Are all practices, rules, mode of functioning ethical?
Are all religions respected?
Is adequate compassion shown to patients through pastoral care?
Is care taken to avoid negligence? I dehumanization?
Are the teachings of the Church promoted and or upheld by the hospitals
work?
f) Is the justice dimension in Health and health care addressed by the
hospital?
g) Any others?
a)
b)
c)
d)
e)
4) Is the hospital technically well administered / managed?
SM
a)
b)
c)
d)
e)
f)
Are the policies/programmes/activities rational?
Are the policies/programmes/activities logical?
Are the policies/programmes/activities efficiently managed?
Are the programmes/activities adequately utilized by the public?
How are the policies/programmes planned, monitored, evaluated?
Are there any weaknesses in the functioning of the hospital services? If
so, what can be identified as specific remedial measures?
5) Does the running of the hospital faithfully reflect the philosophy,
objectives, strategies as laid out in the papers prepared for the
review?
(Issues not covered above)
Objectives
Promote, respect and dignity of all human life
Serve all irrespective of caste, creed or race
Care of high quality at a cost that common people can afford
Develop a team spirit and collaborative ethos
Provide competent/comprehensive health care for whole person
Provide care with honesty and integrity
To conduct educational/teaching programmes with high
standard of competence
h) Provide alternative systems of health care (!)
i) Participate in improvement of quality of life of people <-z->
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j) Provide counselling and support to people in crisis
a)
b)
c)
d)
e)
f)
g)
k)
Create awareness of importance of preserving ecologically
sound environment
Strategies
a) Promote good and high quality service
b) Rational use of drugs/therapeutics and methods of treatment
and care
c) Selectively upgrade medical technology to keep pace with
advancements
d) Courteous and considerate to patients, visitors and general
public
e) Create a climate conducive to a pursuit of excellence
f) Motivate all in hospital to be dedicated/committed and give off
their best.
g) Promote health care for all.
h) Lay strong emphasis on value education of patients, public, staff
and students
i) Readily accessible to those suffering from sickness/or those in
crisis
j) Create awareness of sound health and evils of smoking,
drinking and addiction
k) Create awareness of clean and healthy environment and living in
harmony with nature
{Please note there is some overlap between objectives and strategies as
enunciated in the background note}
6) Does the Financial Management of the hospital reflect the objectives and
strategies of the hospital?
a) The budget
b) The income and expenditure of the hospital
c) The processes of financial management (Accounting - Auditing)
d) Is the hospital financially sound? tf1'l O
{Note: All members of the Review team will consider these questions and
issues extractedfrom the TOR and background papers, and contextualise them
to the areas/sectors of the hospital which they are studying}
■
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B. Areas/Sectors for Review (identified fromAnnual Report 1996-97)
P
1) Vision / Mission --ft
2) Governance / Advisory Board —
3) Hospital organisation/Administration-^
4) Income / Expenditure - A
5) Financial Management policy — K
6) Concessional care — K
7) Capital Investments —14
8) Donations — ft
9) Personnel Management policy— ft
10) Endowment fund — K
11) Community Health Department —ft
Nursing/Midwifery
12)
Training- ft)
13) Community Health Nursing— ft
14) National Board of Examination _ft
15) Radiographers Training —ft
16) Clinical laboratory Technician course-ft
17) Hospital Aids'18) Professional Meetings - Clinical —ft
___Societies
19) Infection control Committee
20) Drugs/Therapeutics Committee
21) Medicine Department
22) Coronary Care Unit
23) Intensive Therapy Unit
24) Graded care unit
25) Paediatrics
26) Premature Unit
27) Sick Nursery
28) Dermatology
29) Psychiatry
30) General Surgery
31) Surgical ICU
32) Paediatric surgery
33) Plastic Surgery
34) Opthalmology
35) ENT
36) Orthopaedics
OBG
37)
3 8) Day care ward
39) Anaesthesiology
40) Family Welfare Centre - ft
41) Prosthetic and Orthotic Centre
42) Physiotherapy Department - ft
43) Medico Social Unit—ft
44) Pharmacy — ft
CSSD
45)
-ft
46) Central Clinical Laboratory — ft
47) Radiology _ n
48) Dental/Oral Surgery — P
49) Casualty Department — P
50) Staff Health Service — R.
51) Medical Records Department- ft
52) Laundry —A
53) Dietary Department/Canteens -ft
54) Library — ft
55) Perpetual Help Health Centre - ft
Uttarahalli —
56) Ancillary Services - Security, -ft
Telephone, Fpr/Water/Maintenance
57) Nursing Collegey-Jftft '
Future/Ongoing
58)
Plans
Others
59) Linkages - Church
60) Linkages - Non-Church
61) Congregational expectations
’
62) Women’s Groups expectations
C. Time Framework & Schedule of Review
1.
Preliminary Meetings {March 1998}:
TOR: Objectives / Issues / Questions
Distribution of Responsibilities
Planning
2.
Preliminary Data Collection: Two Months (April - May 1998)
Each member will review the areas allotted to them and do their own data
collection in coordination with Sr. Mercy/Sr. Ann Marie of the Health Commission
3.
First Interactive Dialogue of Review Committee and Health Commission (June
1998)
Focus on key questions and gather ideas/datas for each question from different
reviews conducted by members of the review committee
4.
Next round of Data Collection / Analysis / Preliminary Reports (June - July 1998)
5.
Second Interactive Dialogue of Review Committee & Health Commission (August
1998)
Draft Report in sections to be circulated for perusal before dialogue
6.
Final Meeting of Review Committee to finalise report and recommendations
(Early September 1998).
{The Chairperson of the Review Committee will keep in touch with all the
members, and the members should also keep him informed about the progress
of the review, Dialogue and ongoing clarification will go on through the
process through informal meetings and telephonic and postal
communications}
Phone : 5531518
Fax
: (080) 55 333 58
Attn. CHC
6
COMMUNITY health cell
No. 367, 'Srinivasa Nilaya', Jakkasandra, 1st Main, 1st Block, Koramangala, BANGALORE - 560 034.
Ref:CHC:5.4:98
|
22nd April 1998
Dr. Prem Pais
Mr. Thomas Kandasajmi
Sr. Anne Marie Fernandes
Dear
Greetings From Community Health Cell!
Since Dr.
Ravi Narayan is on leave till
27th April,
I
am
enclosing the responses received From some o-f the members of the
Review team -For ; your information and comments,
as per his
instruction.
These may be sent back to the concerned Review team
member through post or conveyed telephonijcal ly.
Dr. Ravi Narayan
will respond and send his comments as sooji as he returns.
With best wishes,
Yours sincerely.,
V.N. Nagaraja Rao,
Office Manager.
Encl: 1. Dr. Rebekah A. Naylor's letter tb Dr. Ravi Narayan;
2. Mrs. Maryann Charles's letter + enclosures to Dr. Ravi
Narayan.
C.C: Dr. Rebekah A. Naylor - for information
Mrs. Maryann Charles - for information.
i
Society for Corpmunity Health Awareness, Research and Action
Registered under the Karnataka Societies Registration Act 17 of 1960, S. No. 44/91-92
Registered Office: No. 326, 5th Main, 1st Block, Koramangala, Bangalore - 560 034.
,*♦ npiu
4 April 1998
Dr. Ravi Narayan
No. 367 Srinivasa Nilaya
Jakkasandra, 1st Main, 1st Block
Koramangal, Bangalore 560 034sty
Dear Dr. Narayan:
'With love serve one another'
As we had agreed, I am writing to you with an outline of my plan for review and evaluation of
St. Martha’s Hospital.
I have responsibility for governance, administration, personnel
management, paramedical services, supporting services, and spiritual care.
My plan is as follows:
1.
Acquire and review documents relative to these areas: Employee Service Rules, Policy
Manual, organization chart, list of members of Governing Board, current salary scales,
k
list of all other employees benefits, a sample monthly statistical report, statistics for the
last five years, any document with goals for next 3-5 years, sample job description.
employee evaluation form, sample appointment letter and appointment order.
Time target : April
2.
Clearly define standards in view of terms of reference
Time Target: April
3.
Questionnaires to patients, staff, students, department heads
These questions can be included in the questionnaire developed by other evaluations.
Time target: Formulate questions by 15 May
Tabulate data July-August
4.
Interviews - the Administrator, department heads In my areas, chaplains, personnel
officer, and possibly others
Time target:Begin with Interview of Administrator in May
I will appreciate any suggestions further that you may have.
|| am planning to be away April 18 - May 3 and May 28 - June 18. I am involved in meetings
here June 22-23 and June 25-26.
Thanking you,
Sincerely,
Rebekah A. Naylor, M.D., FACS
Medical Superintendent
cc:Sr. Anne Marie Fernandes
Principal, School of Nursing
7 came that they may have life'
Bellary Road, Hebbal, Bangalore - 560 024, India. Phone: 3330321-24
Dear Dr. Ravi Narayan,
I am herewith enclosing a copy of my proposed proforma for
evaluation of the Nursing education and Nursing service of the ST. Martha's
Hospital.
I have developed the proforma based on the guidelines provided by
you at the meeting held on 18/03/98. As this is my first venture in
evaluating an institution, I would appreciate your perusal and modifications
as.seen fit by you.
Thanking you
yours sincerely,
Mo
io ■ zi- as
Mrs. Maryann Charles.
EVALUATION OF ST. MARTHA’S HOSPITAL
(March - September 1998)
SECTION: Nursing Education and Nursing Service.
Nursing Education (School of Nursing)
•
•
•
Staff/Faculty
Ancillary Staff
Students
Nursing Service.
•
•
•
Ward-in-charges
Nursing Staff
Patients
Method of Evaluation proposed:
•
Questionnaire
? Observation
NOTE: AH members of each category may not be asked to take part in the
evaluation. Only a selected representative number win be used.
Personal Data
Department:
Designation:
Status:
Age:
Duration of Service/
stay in institution
Educational Qualification
___________________________
Religious / Layperson
Given below are certain aspects of the institution you are expected to he
aware of. Please encircle the extent of your awareness in the form of a
number ranging from 1 to 5, where 1 means not aware at all and 5 means
being fully aware of the aspect.
1. Vision of the Good
Shepherd Congregation
1
2
3
4
5
2. Philosophy of the
Institution
1
2
3
4
5
3. Objectives and goals
of institution
1
2
3
4
5
Work
Benefit/ salaries
Promotion
Recruitment of Staff
Selection of Students
Disciplinary Action
1
1
1
1
1
1
2
2
2
2
2
2
3
3
3
3
3
3
4
4
4
4
4
4
5
5
5
5
5
5
5. Welfare Facilities/ Schemes
1
2
3
4
5
1
2
3
4
5
1
2
3
4
5
4. Policy in relation to:
•
•
•
•
»
•
6.
Relationship with worker’s
union
7. Performance Appraisal
Given below are a list of the goals/ objectives of your institution. Give your
opinion to the extent to which the goal/ objective has been fulfilled at
present, under column A, and under column B the extent to which you
think it should be fulfilled. Please give your answer in the form of a number
ranging from 1 to 5 in the space provided under the columns.
1
Not fulfilled
at all
2
3
4
5
Fulfilled completely
Column A
1.
Respect and dignity for
human life at all stages
2.
Service to tire sick, irresp.
Of caste/creed/race
3.
Provision of Ngh quality
care at a cost affordable
for the common man.
4.
Focus of services on women
& children
5.
Provision of competent &
comprehensive health care using
recent technology
6.
Reflect love & compassion of
Christ in service
7.
Uphold Christian principles of
Medicine and Bioethics
8,
Develop professional skills
thro’ continuing education programs
9.
Develop in its employees a dedication
& desire to serve poor/ weaker
sections of society/ those in crisis
Column B
10.
Develop Christian values in its
employees
11.Create awareness of social problems
and injustices.
12.
Provide appropriate spiritual care
and counselling to the sick.
13.
Provide subsidised care to those
in need.
14.
Help girls/women in personal/social/
family difficulties.
15.
Develop urban/rura! centres of
health care for under-privileged
and oppressed women.
16.
Expand departments and education
programmes as per the need of
the community
17.
Improve quality of service at
all times
18.
Provide alternative systems of
medicine
19.
Create awareness of a clean &
healthy environment & to five in
harmony with nature
28. Develop team spirit and a
collaborative effort of employees
To what extent are you able to accomplish the following tasks and give your
answer honestly by encircling a number ranging from 1 to 5, where 1 means
‘not able to accomplish the task at air and 5 means ‘ optimum
accomplishment of task’. Given below each task is space provided for
comments. Please give your comments if you have faced any problems/
difficulties in accomplishing the tasks.
1. Provide care to all patients
irresp. Of caste/creed/race
1
2
3
4
5
Provide best possible care
to all patients at ait times
1
2
3
4
5
Uphold the teachings of Christ
in dealing with ail people
1
2
3
4
5
Meet the spiritual needs of
patients daily irresp. Of their
religion
1
2
3
4
5
5. Participate in activities which
enhance skill and professional
ability
1
2
3
4
5
2.
3.
4.
Below are a few general statements about your institution. Give your
opinion to the extent to which you agree or disagree to each of the
statements.
1
strongly
disagree
2
disagree
3
undecided
4
agree
5
strongly
agree
The institution strives to serve the
needs of society
b) The institution cares for its name and
reputation
c) The Institution fosters a family atmosphere
d) All employees of the institution are dedicated
to their work
e) Discipline is strictly maintained at all levels of
employees
f) Warmth and concern is evident in wording
relationships at all levels
g) Relationships at all levels are characterised by
openness and trust
h) Rules and regulations are excessive
i) Welfare of Staff is a hey management objective
j) Management are open to changes
k) Management appreciates the efforts of its employees
m) Disciplinary decisions are made with consideration
and objectivity
n) Unity despite diversity of ideas and opinions is
prominent
o) The institution makes efforts to enhance spiritual
development of its employees
a)
for the SCHOOL OF NURSING
Below are a list of statements which indicate the teacher- student
relationships of your institution. Give your answer in the form of a number
ranging from 1 to 5.
1
strongly
disagree
4
5
strongly
agree
Staff demonstrate genuine interest in th®
welfare of individuals
b) Staff show respect to individuals
c) Staff possess willingness to answer questions
d) Staff act in a superior manner
e) Availability of staff whenever needed
f) Staff display confidence in self
g) Reprimands individuals in front of others
h) Staff display confidence in ability of individuals
i) Staff provide appropriate supervision when required
j)
Staff
firmness
in
dealing
with individuals
k) Demonstrate
Showdemonstrate
fairness
in attitude
dealing
with
a group
I)
the
of
Christ
in dealing
with others
a)
■
M. KANDASAMI, s.com., fca.
83/1,Mahatma Gandhi Road, Chennai - 600 034 INDIA.
CHARTERED ACCOUNTANT
Phone : 0091-44-827 4675 / 826 6366 / 822 7414
Fax
: 0091-44-827 7288 E-mail : mksami@xlweb.com
Internet E-mail : m ks a m i @ m d 2 . v s n I. n et. i n
20th April, 1998
Dr.Ravi Narayan,
No.367 Srinivasa Nilaya
Jakkasandra, 1st Main Road, 1st block,
Koramangala,
BANGALORE 560 034
Dear Dr.Ravi Narayan
Sub:
Evaluation of St.Martha’s Hospital through a reflective process.
Greetings. As agreed in the last team meeting I am enclosing the following for comments from
you as well as from the other members of the team.
•
•
a framework for the financial management portion
the process or the methodology that I propose to follow
Financial management is one of the dimensions among others covered by the evaluation. But
financial management itself encompasses several components.Hence I have added some new
aspects and incorporated the same in the framework.
I welcome your feedback and comments and share the same with other members of the team for
their comments.
As we discussed in the last meeting I shall fix a mutually convenient time schedule with the
Hospital authorities for my portion of the work.
With warm regards and looking forward to receive your comments, I remain,
TEAM MEMBER.
Encl: As stated above
PtJ
A framework for financial management in the Hospital
No
Financial Management aspects
1.
Mission oriented Budgeting
1.1
1.2
1.3
Hospital wide budgeting ( short term and long term )
Departmental budgeting or Programme based budgeting
Administration budgeting
2
Pricing policies or fixation of fee for services
3.
Accounting System and policies
3.1
3.2
Accounting system
Accounting policies
4.
Reporting and Analysis
4.1
4.2
Internal and Organisational
External reporting
5.
Monitoring System
5.1
5.2
5.3
By the Executive persons within the Hospital
By the external committees
By the Governing Structures
6.
Internal Control Systems
6.1
6.2
At the macro level
At micro level
7.
Legal Adherance
7.1
7.2
Benefits available under laws
Compliance with requirements
8.
Audits
8.1
8.2
Internal Audits
External Audits
9.
Financial Staff
9.1
9.2
9.3
Qualification and experience
Team and team work
Training (External & in-house)
10.
Financial viability ( Sustainability )
10.1
10.2
Under the current conditions
Under changed conditions
11
Governance interventions in financial management
Benchmarks
Process or methodology proposed for financial management portion
S.No.
Activity schedule
1
Preparation of questionnaire
2
Meeting with the people in the hospital
3
Data collection
4
Data analysis
5
Additional interactions if necessary
6
Draft report preparation
7
Interaction with the team members
8
Final report preparation
Time frame
Phone : 5531518
Fax
: (080) 55 333 58
Attn. CHC
6
COMMUNITY HEALTH CELL
No. 367, 'Srinivasa Nilaya’, Jakkasandra, 1st Main, 1st Block, Koramangala, BANGALORE - 560 034.
Ref: CHC:5.4:98
Sth May,
199S
Mr. M. Kandasami
Dr. Rebekah Naylor
Dr. Prem Pais
Mrs. Mary Ann Charles
Dear
Greetings -From Community Health Cell!
You must
have received in the post, the plans of Dr.
Rebekah
Naylor and Mrs. Mary Ann Charles sent by CHC on 22nd April,
1998
and the plan of Mr. Thomas Kandasami, received on 2nd May, is now
enclosed with this letter.
First an apology for the delay in replying to each of you
indi
vidually.
The last two weeks following a two week long
overdue
vacation
have been rather hectic because, I have to attend
some
consultations in Europe, including an important one at WHO-Geneva
on
'Poverty and Health'.
I leave on the 11th and return on
the
31st of May.
We have also just completed a 14 year review of our
Centre and you can imagine the sort of background work that would
have been necessary for that programme.
I feel that all of you have sensed the spirit of the review and I
suggest the following follow-up action:
Perhaps its a good idea for Dr. Rebekah Naylor,
Mrs.
Ma
ryann
Charles and Dr. Prem Pais to get together soon
and
evolve a questionnaire that is focussed on (a)
department
heads (b> staff (c) patients
(d> nursing students.
i.
Their areas are overlapping and focus
hospital as a unit.
ii.
primarily
on
the
If a draft is ready by May 28th when Dr. Naylor plans to be
away,
I
would be able to okay it with the rest
in early
June.
It could then be distributed later in June, so
that
responses begin to come in by the time Dr. Naylor returns.
Society for Community Health Awareness, Research and Action
Registered under the Karnataka Societies Registration Act 17 of 1960, S. No. 44/91-92
Registered Office: No. 326, 5th Main, 1st Block, Koramangala, Bangalore - 560 034.
I
suggest a meeting in the week 29 June to 3 July 1998 to
pull
in
all our initial -findings and ideas and
take the
process further.
Some of us would have progressed well and
some slower - but we can assess/coordinate it at the meet
ing .
I
shall
be
consultation
1998.
back on 31st May and will
be available
for
with specific team members throughout June
Some overlap of areas of enquiry and some data collection
is inevitable in an extended process such as this, when all
of us have to function within our own travel
and
time
constraints.
But the process is primarily to get the Martha's Hospital
Sisters and
the key state holders in the
institution to
reflect on the goals and the reality and
our discussions
with them
in small groups will
enhance this reflection
process even if there is some degree of repetition, I
see
it as reinforcement and hence positive.
Hope Sr.
Ann Marie / Sr. Mercy have managed to give Dr.
Naylor,
copies of all that is listed in her plan - item
(1) .
Mrs. Maryann's proforma is quite well done being strong on
values and their application at staff-patient
and
staff-staff
and
staff-management
level.
Perhaps, some additional focus on Nursing Education
stand
ards and Nursing-quality of care indicators will have to be
added to supplement the value framework with ’technical'
/
professional requirements as well.
We await Dr. Prem's ideas.
My areas are beyond the hospi
tal or issues related to extension of services and like Mr.
Kandasami's
focus will complement/supplement the hospital
focussed enquiry by the other three members.
An outline
and plan will reach you in early June 1998.
Please circulate your responses to each other's plans and drafts
directly but also -feel free to request Mr. Nagaraja Rao - our CHC
Office Manager to photocopy and distribute material if necessary.
With best wishes,
Yours sincerely,
Dr. Ravi Narayan,
Coordinator.
Enc1sures:
Mr.
M. Kandasami’s note on a framework for financial
agement in the Hospital .
C.C:
1. Sr. Anne Marie Fernandes
2. Sr. Mercy Abraham.
man
A framework for financial management in the Hospital
No
Financial Management aspects
1.
Mission oriented Budgeting
1.1
1.2
1.3
Hospital wide budgeting ( short term and long term )
Departmental budgeting or Programme based budgeting
Administration budgeting
2
Pricing policies or fixation of fee for services
3.
Accounting System and policies
3.1
3.2
Accounting system
Accounting policies
4.
Reporting and Analysis
4.1
4.2
Internal and Organisational
External reporting
5.
Monitoring System
5.1
5.2
5.3
By the Executive persons within the Hospital
By the external committees
By the Governing Structures
6.
Internal Control Systems
6.1
6.2
At the macro level
At micro level
7.
Legal Adherance
7.1
7.2
Benefits available under laws
Compliance with requirements
8.
Audits
8.1
8.2
Internal Audits
External Audits
9.
Financial Staff
9.1
9.2
9.3
Qualification and experience
Team and team work
Training (External & in-house)
10.
Financial viability ( Sustainability )
10.1
10.2
Under the current conditions
Under changed conditions
11
Governance interventions in financial management
Benchmarks
Process or methodology proposed for financial management portion
S.No.
Activity schedule
1
Preparation of questionnaire
2
Meeting with the people in the hospital
3
Data collection
4
Data analysis
5
Additional interactions if necessary
6
Draft report preparation
7
Interaction with the team members
8
Final report preparation
Time frame
INTRODUCTION
St. Martha's Hospital run by the Sisters of the Good Shepherd, is a
charitable Institution that has its objective to serve the sick and to
bring a complete physical, mental and spiritual equilibrium and inner
healing in a tangible way, to all especially to girls and women.
For more than 150 years, the philosophy and objectives of the Sisters
of the Good Shepherd have been attuded to the needs of people in difficulty.
The services offered are having a root in the Sisters 'Mission of Recon
ciliation' more particularly in. an effort to bring young people in distress
especially girls, women and families to a new awareness, and to help theqj
to become self supporting, self relevant and attain self respect.
This
’Mission of Reconciliation* is illustrated in the unique history of ’the
Sisters of the Good Shepherd and in the evolution of their services.
HISTORICAL BACKGROUND
The religious community, Sisters of the Good Shepherd, began in France
in 1641, when a progressive priest, Father John Eudes, star-bed an innovative
ministry providing shelter to homeless women who were social outcasts.
idea was radical in that mission he wanted to help those people.
a community of Sisters for this specific purpose.
•Sisters of the Refuge’, grew slowly.
His
He founded
The Community, known as
Between 1641 and 1815, ten Houses of
the Refuge were established but all those were functioning autonomously.
A young French woman, Rose Virginie Pelletier, joined the community in
1815 and adopted the religious name, Sister Mary Euphrasia.
That was a time
when adverse consequence of French Revolution surfaced and there were large
number of homeless childem.
Sister Mary Euphrasia had a great vision she
could realise these youngesters could be cared in a much better way if Sisters
would decide, to come together, interchange their issues amongst various
Houses of Refuge instead of asking as autonomous Institutions.
In that era
the idea was to radiate, met as the resistance, but eventually became the
reality.
In 1835 in Angers, France, Sister Mary Euphrasia formed a generalate
and established a new community and named it as the Sisters of the Good
Shepherd.
The Comnunity adopted its name from the biblical parable of the
Good Shepherd who left the ninety-nine sheep to go to find the one who was
"lost".
During Sister Mary Euphrasia's lifetime, the Sisters grew into a
international community established 110 houses in various parts of tho world.
Sister Etphrasia, a woman of vision and a highly compassionate innovator,
was impelled by the religious conviction that her love for individuals would
2/-
2
awaken in them a sense of their personal worth and a sense of chlldern of
God.
She was an aninently practical woman whose commitaent for individual
development was based on deep religious faith and a profound and dynamic
Being aware of the need to accept
understanding of the fellow human being.
over one and recognition, she tried to address to ths total needs of each
individuals served, she forstered special programmes characterised by a
spirit of deep and untainted love, understanding and kindness, an anproach,
Quito different rather revolutionary compared to prevalent thnking of 19th
Century France. Her broad sense of mission emphasised on women and youth
oof various cultures and nationalities.
City of Bangalore was experiencing a series of calamities arising out
of great famine between 1876-77, followed by cholera epidemic in 1878-79
and later an out break of Bubonic Plague.
In these days facilities for
health, hospital of Medical service did not progress much in these days or
relief was were extremely limited and public health was in a primitive stage.
Medical personal wero scared and dreaded by the thought of going near to
patients suffering from plague.
The distress and the suffering of the sick and the dying during the
outbreak of the epidemic moved Mother Mary Visitation the Superior of the
Good Shepherd Convent very much realised She oould rani Asa the needs for care
of the sick.
The idea of starting a hospital dawned on her, help and
contributions started pouring in from various corners, irrespective of caste
Sir K. Seshudri Iyer, Diwan of Mysore took a lot of interest and
and creed.
was instrumental in gifting the land on which the hospital now stands.
also sanctioned substantial annual grant.
He
French Mission arise especially
Fr. Bonnetraire had greatly patronised and supported the sisters in this
venture.
In 1834, Mother May of the Visitation founded a Congregation of
■the Sisters of St. Martha and they were provided training in health and
medical service to serve in St. Martha’s Hospital.
with the Good Shepherd Sisters in 1902.
They were amalgamated
Mother Mary of St. .Hyacinth played
a vexy significant role in the development and growth of the hospital and
was in charge of the hospital from 1894 - 1920..
In the year 1 $63 in response to the request of the CBCI Secretary, the
manwgamaryh associated themselves with St. John’s Medical College for a period
of 20 years.
As a best of affilnation with St. John’s Medical College,
St. Martha's Hospital was gradually expanded to a 600 bed extended care
hospital.
This change have given a lot of development of various clinical,
paraclinical department and outreach programmes with adequate educational
fanil it.-ina like special nursing, medical and para-medical training.
.......... y-
3
With rapid development and growth in medical science and health care,
bimedical technology, health education and accompanied by population growth,
St. Martha’s Hospital gained materially to provide a high quality of health
care in a holistic way to the people of Bangalore.
Special emphasis was
attached to the care of poor, the girls and women in a cost affective manner
with limited resources, upholding high ethical and moral values.
V 11 I 0 ;;
We, Sisters of the Good Shepherd, inspired by ’Clio merciful love of
Jests, to reconcile and to heal this broken world, strive to create an
environment of compassionate care with profound love for fellow human being
and ccBmitaant to healings.
The effects of the unipolar world has helped in bringing unity amongst
nations and people on tta one hand, but on the other hand, national pride
selfish attitude lias created a lot of difference, hatred and loss of many
values and the respect for human life.
We tabs it as a challenge to work
for social integration, values for natural trust and co-operation and car©
for persons in need of wholeness and healing ©specially girls, women and
childem.
MISSIOH
Our mission as Good Shepherd Sisters in India is to bring reconciliation
reedfulment and work towards integration, co-operation and togetherness in
our life- prsyer, sacrifice end through our own experience of the merciful
love of Jesus the Good Shepherd, to all, ©specially girls and women and
childem who are poor, and exploited or marginalised value by means of
education, qualitative health service and ministries of social change and
development.
P 5 I L0S 0 P HI
WE BSL1SVS
1.
Every person is created in the image and likeness of God and is
a tniquo person with intrinsic value, as our Mother foundress
St. Mary Euphrasia says ”A person is more precious than the whole
world.
2.
Life should be respected and that every child has a right to bo
bom and be bom to live in happiness.
3.
Self-sacrifice and deep spiritual motivation could substantially
help in alleviation of human suffering.
4
4*
A spirit of joyful service, kindness, justice and. sensitiveness
to the hopes, aspirations, sorrows, anxieties and burdens of those
whan we serve shall be the main ethos.
5.
We, imbued with the spirit of Jesus the Good Shephard show his
compassionate love to all those in need of health service
particularly to the women and girls, the child, the poor, the
lonely and the lost.
6.
We provide competent medical and nursing care in a spirit of
loving service to all, irrespective of casta, creed, race or
gender.
7.
A spirit of dedication, commitment, co-operation and collabration
are the main activating force in this organisation.
8.
Education and research are essential to enhance the quality of
patient care.
OBJECTIVES
1.
To promote respect for the worth and dignity of all human life from
conception till death.
2.
To serve all the sick and ailing especially girls, women and childern
irrespective of cast, creed or race, with health care of high quality
at a cost that is affordable by the people in general.
3.
To develop team, spirit of working with other members of health
tear, and community in the promotion of health, prevention of illness,
restoration of health and alleviation of suffering.
4.
To provide competent and comprehensive health care for ths whole
person, the family, and the community, with love and compassion as
taught by Jesus Christ, the Good Shepherd.
5.
To provide health care and service, observing with honesty and
integrity all the principles of medical and bio-ethics, as are
applicable to a catholic hospital.
6.
To conduct educational/teaching programmes in various fields, such
as nursing, laboratory technology, radiography, rehabilitation, and
post-graduate medical studies and others, and in doing so, to maintain
high standards.
5/.■
■
■
.
a
\
5
7.
To initiate and participate in such other activities as are
Conducive to the improvement of the health of the people at large,
and contributing towards improvement of quality of life more
particularly those in the weaker section of society. ; ■ • > ''
•
'
3.
To provide eddeation, counselling and support to people in crisis.
?.
To make people aware of ’the importance of ecology and preservation
of plants and animals of our planet.
S T RA teg;
1.
We shall try to promote St. Martha's Hospital as a prime Human
Caring Institution in the city of Bangalore, embracing the concept
of community general hospital to take care of all patients who need
our services.
2.
-;e shall selectively upgrade medical technology, keeping pace with
advancement in the field, while so doing emphasis shall be placed
on services for women and childexn.
J.
We shall, develop and maintain policies dedicated to rational use of
drugs, theropies and methods of treatment and care.
4.
Emphasis shall always be placed on high quality of service sensitive
to the need of patients and shall employ maximum precaution to guard
against any culpable negligence, dereliction of duty or breach of
medical ethics.
5.
i-Je respect the religion of every patient and we take care of their
spiritual needs (for catholics by ministering 'the sacraments)
6.
We in the hospital shall, at all times be courteous .and considerate
to the patients, visitors, the public and above all to hospital
staff.
7.
We shall create a conducive climate and motivate all those who are
working in the hospital to give of their best, to be dedicated and
committed through tails, prayer services, seminars, inservice pro
grammes, retreats, periodical evaluations and mass medica.
8.
We uphold and promote the teachings of the church, and not allow the
practice of abortion, sterilization and the jase of contraceptives,
but explain and encourage Natural Family Planning through audio
visuals, posters, street plays, peace walks, etc.
6/-
- o
9.
—
Through our training programmes, community health care, outreach
programmes (Rural and Urban Slums) various clinics, r.oinonl 1 ing
and family welfare centres , nutrition, we promote the prevention
cf illness and health care ’to all.
10.
We shall always emphasise on value education to patients, public,
staff and students.
11.
We Befriend people who are sick and those who are in crisis through
a pastoral care unit.
12.
We shall emphasise on changing the life style and maintenance of
health by creating an awareness about ’the evils of drinking, smoking
drug addiction and importance of regular exercise and control of
food habit.
13.
We shall also try to create an awareness about importance of
growing plants keeping the environment clean and living in harmony
with nature.
PROVINCIAL DIRECTIVES
PROVINCIAL CHAPTER JANUARY '95
These can be modified by the
PROVINCIAL CHAPTER
OUR GOAL
Responding to the call of Jesus the Good Shepherd and experiencing the merciful love of the
Father, we the Contemplative and Active Sisters mediate this love to ail, in the Spirit of our
Foundress.
We make real the incarnation of Christ in the India of today through an authentic religious life.
We share in the Church's mission of Evangelisation through our special ministry of
reconciliation, by praying for and working with girls and women deprived of hope and love
and by responding to the crying needs of the poor, exploited and oppressed.
OUR THRUST
We work with the poor, exploited, oppressed and socially discriminated, especially girls and
woman in personal, family and social difficulties through institutionalised and non
institutionalised efforts in urban and rural areas.
2
OUR APOSTOLATE
In keeping with the Goal and Thrust of our province we set our priorities as follows :
SERVICES
to children, girls and women
through prevention, protection,
rehabilitation and crisis
intervention. We extend our
services to commercial sax
workers, twilight girls, persons
with AIDS, working children
( child labour )and domestic
women workers.
PROGRAMMES TOWARDS SOCIAL CHANGE :
— faith formation
Non-formal education
— Conscientisation
— legal education
— community organization
— pro-life programmes
study, research and
publication
— pro-cana, net-working
— ecological & environmental
protection, gender and
human rights issues,
— hospital chaplaincy/
pastoral care/
school counselling.
We make use of our existing institutions, land and property to meet the needs of our new
ministries.
I
r-1 F\fzrnn S
iJOSPiTPl.
1^7
CC^-pxS i/t^s-i C_o_
—
— S AkA-o y-^. e.
br y ^L.a^J2-c-
c-^ie-dL
XT’S
k>c^o^_ di_
Is the Hospital Apostolate in tune with/consistent with the
charism, mission, vision and the philosophy, including the
Goal and Thrust, of the Good Shepherd Sisters.
How healthy and viable is this unit(Hospital).
Are there any wea.knessesin its functioning - whether of
organization, direction, management, delivery of competent
service?
If so can the^be identified and specific remedial
measures recommended?
io-c 11cl •
5",
GUIDELINES. AND TERMS OF REFERENCE FOR A REFLECTIVE PROCESS
AS DESIRED JO BE UNDERTAKEN BY THE PROVINCIAL CHAPTER 1995,
I.
1. Is ths Hospital being run for the less affluent sections
and the poor in the population, of Bangalore.
Q?j) Is the Hospital functioning as a bonafide Catholic
Hospital reflecting the ideas and charisin of the Good
Shepherd Sisters?
3. Are the policies in the conduct of the various departments
of this Hospital spiritually sound and technically well
administered?
4. Is the Hospital adequately utilized by the public? — O cz>
5. Is the organisational set-up in the Hospital rational
and logical from the standpoint of efficient mangeroent? ->
6. Does the running of the Hospital faithfully reflect
(i) The Philosophy
(ii) The Vision and Mission
(iii) The Objectives and strategies of the
Hospital as brought out in the paper
prepared on these aspects of the Institution.
7. To assess the overall Income and Expenditure of the
Hospital. (Complete)
8. Ebes our budget clearly reflect the objectives and
strategies of the Hospital.
9. As owners of the Hospital, how does the province benefit
financially from this Institution.
II. Working Instructions:
a. The Committee should keep the Hospital
Commission
informed about the progress made in the reflective
process.
■1
<
b. The Committee should submit in writing its findings,
suggestions and recommendations.
c. The reflective process should be completed witliin a
period of six months and the report on it (which sliall
be confidential) should be submitted directly to the
Hospital Corrrnission.
The Chairperson of this Commission
would be Sr. Anne Marie and in her absence, Sr. Mercy
Abraham, Superior, St. Martha's Hospital.
d. The work should be undertaken only after formal approval
by the Hospital Corrrnission of the expenditure likely to be
incurred on members or other expenses of any kind.
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Phone : 5531518
Fax
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Attn. CHC
6
COMMUNITY health cell
No. 367, ‘Srinivasa Nilaya’, Jakkasandra, 1st Main, 1st Block, Koramangala, BANGALORE - 560 034.
19lhJune 1998
Ref:CHC:5.4/98
Communication III
Dear Review Team Members,
Greetings from Community Health Cell.
Further to my last communication of 8Ih May 1998 (ref. CHC:5.4:98) this is to keep you in
touch with further developments of the review process in the last few weeks.
1. Dr. Rebekah Naylor prepared questionnaires for the following category of staff:
i.
ii.
iii.
iv.
V.
vi.
vii.
viii.
Assistant Administrator
Personnel Officer;
Chaplains;
Medical
Records
Department Head;
Head of Pharmacy;
Head of X-ray Department;
Head of Laboratory;
Head of Physiotherapy;
ix.
X.
xi.
xii.
xiii.
xiv.
XV.
xvi.
Head of Prosthetic/Orthotic centre;
HeadofCSSD;
Head of Dietary Department;
Head of Laundry;
Head of Departments;
Staff;
Students;
Patients.
All of these excepting questionnaires (xiii - xvi) have been distributed to the concerned
persons through the Medical Superintendent, the Nursing Superintendent and the
Administrator, with whom I have been in touch. Some of these have been sent back to
her already. Others will reach her this week.
2.
Dr. Prem Pais has completed a set of questionnaires for the review of the functioning of
the clinical departments which include separate forms for inpatients, outpatients, residents
and staff doctors.
We met on 12th June 1998 (Dr. Prem Pais, Ms. Mary Ann Charles and myself) at
St.John’s Medical College and we integrated proformas of Dr. Naylor and those of Ms.
Mary Ann Charles which were overlapping so that all the responses from each of the
group would be received in a single integrated questionnaire.
The final integrated versions will be ready for distribution soon.
3.
I have drawn up a plan for the areas that I was to cover and will discuss this at our next
meeting. As I reviewed the areas, there are some overlaps that I shall discuss with some
of you. Most of these areas will be covered through interactive group discussions with
those involved as stakeholders in that area of hospital focus.
Society for Community Health Awareness, Research and Action
Registered under the Karnataka Societies Registration Act 17 of 1960, S. No. 44/91-92
Registered Office: No. 326, 5th Main, 1st Block, Koramangala, Bangalore - 560 034.
9
4.
Sr. Mercy has just completed her term on 3rd June and Sr. Clementia is the new superior
from 4th June onwards. We will be meeting her at the next meeting.
5.
I had suggested that our next meetings would be in the week 29th June to 3rd July 1998.
Kindly get in touch with me as soon as possible to help me finalise the date which is most
suitable to the Review team members and the Health Commission.
6.
At the meeting, we shall each report on the progress of the process of data collection in
areas allotted to us, and identify needs and further action on the matter. If there are any
specific issues that you want us to discuss in addition to taking stock of the process as of
that date, please let me know immediately.
With best wishes,
Yours sincerely,
Dr. Ravi Narayan,
Chairperson - Review Committee, St. Martha’s Hospital.
C.C: SMH, Health Commission.
10
SMH REVIEW COMMITTEE
1.
2.
3.
4.
5.
Dr. Prem Pais
Professor of Medicine & Vice Principal,
St.John’s Medical College & Hospital,
Saijapur Road,
Bangalore - 560 034.
Tel: 5530 724 (off.)
Dr. Rebekah Naylor,
Associate Medical Superintendent,
Bangalore Baptist Hospital,
Bellary Road, Hebbal,
Bangalore - 560 024.
Tel: 3330321 -24
Ms. Mary Ann Charles,
School of Nursing,
St.John’s Medical College & Hospital,
Sarjapur Road,
Bangalore - 560 034.
Tel: 5530 724 (off)
Mr. M. Kandasami,
Chartered Accountant,
83/1, Mahatma Gandhi Road,
Chennai - 600 034.
Tel: 91-44-8274675 / 8266366
Email: mksami@xlweb.com
mksami@md2.vsnl.net. in
Dr. Ravi Narayan,
Tel: 55 3 15 18 (of!)
Community Health Cell,
55 330 64 (res)
Society for Community Health Awareness,
Research and Action,
Fax: 55 333 58 (Mark Attn.
367, Srinivasa Nilaya,
CHC)
Jakkasandra I Main, I Block, Koramangala,
Bangalore - 560 034.
Email : sochara@blr.vsnl.net.in
11
Thanks and news about StMartha's
Subject: Thanks and news about StMartha's
Date: Sun, 07 Mar 1999 17:44:34 +0530
From: mksami <mksami@vsnl.com>
To: CHC- <sochara@blr.vsnl.net.in>
Dear Dr. Ravi Narayan,
Greetings from Chennai!
First of all I want to thank you for the time we spent when
I met with you in Bangalore. Our interaction regarding
health and especially the dimension of financial health of
the Health Sector organisations was very interesting.I am
sure we can continue our discussions.
I thank you for the material that you provided and I found
it very useful.
Please do convey my greetings to Dr. Thelma
and also to your team members.
As for my report regarding St. Martha's the same is getting
ready and I shall get back to you soon before the end of
this week.
As I had informed you, due to the sudden illness of
father-in-law there has been some dislocation in my
schedule. However, now I am able to catch up with the
pendencies and shall get back to you with regard to St.
Marthas.
With best wishes, once again, I remain,
Yours sincerely,
KANDASAMI
; M.KANDASAMI <mksami@vsnl.com> •
5 MH Pi'e-
1 of 1
3/8/99 1:11
CHC:5.4/99
7th January, 1999
Sllx. LLax±iia_Ls. Hospital Review Process
& X.Q11QH 1AP. communication VLL
To,
Dr. Prem Pais
Ms. Nary Ann Charles
Dr. Rebekah Naylor
Mr. Thomas Kandasami
Dear
Greetings for the New Year!
Further to my previous communication and all the telephonic
conversations we have had since then, this is to keep you in
formed about the progress of the review inspite of some unexpect
ed and unavoidable delays.
1.
The Report from Dr. Rebekah Naylor of the areas included in
her part of evaluation i.e., Vision and Mission; Governance
and Advisory board; Hospital organisation and administration;
'Human resources (Personnel) management; Ancillary Services;
Spiritual care; and Responses from staff and Heads of Depart
ment was circulated in October 1998 before she went on leave.
2.
The Report from the Survey of Doctors on Hospital Goals;
strengths and weaknesses; rules and regulations; and sugges
tions to management has been completed by Dr. Prem Pais and
is enclosed with this communication.
3.
The Review of Nursing Services and School of Nursing by Ms.
Mary Ann Charles has also been completed and includes the
broad areas of Awareness of Goals, policies and facilities;
assessment of meetings of object!ves/goals presently; the
levels of performance of various goals/tasks, the positive
and negative aspects of the School of Nursing; the sugges
tions for improvement from students, staff and faculty. This
is also being enclosed with this communication.
Both these reviews have been discussed informally at an
earlier phase of analysis in a meeting we had on 9th December
at St. John's Medical College, Vice-Principal's office.
4.
The Review of Financial Management Systems and practices in
the light of the Vision/Mission being undertaken by Mr.
Kandasami could not proceed due to unfortuante delays in the
availability and access to the data required but this has now
been coordinated by Sr. Sabeena and Sr. dementia, and Mr.
Kandasami and team are expected to visit the Hospital on
22/23rd of January to collect all the data and information
required, so that we can have the report as early as possible
in February for circulation.
5.
The Review by me of various broader issues including Train
ing, special committees, Community Health Department and
other sectors is being completed soon.
I have one more
visit to the hospital to refer to files in Sr. Teresita's
office, but ray travel and other commitments have delayed
this. I shall be in UK for a few days next week, but as soon
as I return, I hope to complete these and send it to all of
you, fairly soon.
6.
The Review of patient responses is progressing and Dr. Prem
Pais hopes to have it completed in the next two weeks.
So
hopefully all the first generation reports will be with you
all by the end of the month and the Financial management
report as soon as possible in February.
7.
The Review has taken much longer than we had originally
envisaged but to ensure that these delays do not allow us to
loose momentum.
I suggest that we plan for a meeting in the
week of 15-20th February. The five of us could go through
all these reports in advance and spend a day integrating it.
Atleast half a day will be required.
8.
As soon as this is done, we shall hold a larger meeting with
the Health Commission and present an integrated report with
our recommendations through an interactive dialogue,
that
will ensure that our ideas and suggestions are contextualised
to the concerns of the Commission.
9.
As decided earlier, these first generation reports are not
being sent to the Health Commission for the present since we
need to explore the responses and suggestions and look criti
cally at the commonalities between sections reviewed and
areas of difference and discrepancy. All the data, however,
from all the reports and the summarised responses will be
included in the final report.
8
10. Hoping that we shall be completing the review before the end
cf this year (March 1999) so that the Hospital Management and
Congregation can reflect on options in 1999 itself before the
beginning of the next century (!).
With best wishes to you all and looking forward to the continuing
interaction through the opportunity of the review,
Yours sincerely,
Ravi Narayan.
Encl: Report on Doctors' Response;
Report on Nursing Services and Nursing Colleges.
CC: Sr. Sabeena; Sr. dementia; Sr. Ann Marie; Sr. Theresa Meera;
Dr. Sr. Teresita.
9
Section - 9
Background Reading
The Review drew upon the following background papers, many of which were
circulated to all the members of the Team.
1. St. Martha's Hospital - Objectives (Mimeographed Handout)*
2. Provincial Directives - January 1998*
3 Guidelines and Terms of Reference for Reflective Process drawn up by Hospital
Commision - January 1998*
4. Framework of Review - approved by Review Committee and Hospital Commission
-March 1998*
5. Some Observations by a Management Consultant - 1997.
6. Mission, Philosophy, Objectives and Strategies of St. Martha's Hospital (Revised
Document 1998)*
7. Memorandum of Association of St. Martha's Hospital - September 1965*
8. A Framework for the Establishment/maintenance of a Community Health
Department at St. Martha's Hospital - Bangalore, August 1992
9. Summary of the Discernment of St. Martha's Hospital from November 1988 to
November 1986 and its follow up procedures.
10. Working draft of proposed Handing over of SMH to another Church Society
(Proposal to CBCI Society of Medical Education).
11. SMH Hospital - 6 options post Discernment with reasons for and against
(Handout).
12. New orientation of St. Martha's Hospital - (handout) 21st November, 1986.
13. Some Standards to be considered for the Hospital (Rebekah Naylor)*
14. Annual Report 1997-98, St. Martha's Hospital, Bangalore - 560 009.
15. Annual Report 1996-97, St. Martha's Hospital, Bangalore - 560 009.
16. Annual Report 1995-96, St. Martha's Hospital, Bangalore - 560 009.
17. Annual Report 1994-95, St. Martha's Hospital, Bangalore - 560 009.
18. Annual Report 1993-94, St. Martha's Hospital, Bangalore - 560 009.
19. Annual Report 1992-93, St. Martha's Hospital, Bangalore - 560 009.
20. Annual Report 1991-92, St. Martha's Hospital, Bangalore - 560 009.
21. Annual Report 1990-91, St. Martha's Hospital, Bangalore - 560 009.
22. Seeking the Signs of the times - A Discussion Document for Study and Action
arising out of the CHAI Golden Jubilee Evaluation Study, October 1992.
23. Health Policy of the Church in India - Guidelines CBCI - Commission for Health
Care Apostolate - January 1992.
24. A Study of Financial Management Systems and Practice - An outline (Kandasami
& Team, Chennai) 1998.
rmksami@xlweb.com, 08:25 PM 8/13/98 , St. Martha's Review
~~
To: mksami@xlweb.com
From: COMMUNITY HEALTH CELL <sochara@blr.vsnl.net.in>
Subject: St. Martha's Review
Cc:
Bcc:
X-Attachments:
Dear Mr. Kandasami,
Greetings from Community Health Cell !
I had communicated to Dr. Ravi Narayan the inconvenience of 8th and 11th
September, 1998 to you to attend a meeting of the St. Martha's Hospital
Review Committee. He had asked me to request you to suggest an alternate
date in the following week i.e. the 3rd week of September, 1998.
Thanking you,
Yours sincerely,
for COMMUNITY HEALTH CELL,
M. KUMAR.
[Printed for COMMONITY HEALTH CELL <sochara@blr.vsnl.net.in>
1
sicSoonsoio advaert,
COMMUNITY HEALTH CELL,
Phone : 5531518
Fax
: (080) 55 333 58
Attn. CHC
No. 367, ‘Srinivasa Nilaya’, Jakkasandra, 1st Main, 1st Block, Koramangala, BANGALORE - 560 034.
28th July 1998
St.Mairtha’s IKtesgaiitall Review [Process
A follow up commismcatiem
To:
Dr. Prem Pais
Dr. Rebekah Naylor
Ms. Mary' Ann Charles
Mr. Thomas Kandasami
Sr. Clementia
Sr. Ann Marie
Sr. Sabena
Dr. Sr. Teresita
Sr. Theresa Meera
Further to the minutes of the last meeting on 30th June 1998, circulated to all of you in
early July enclosed is a follow up communication.
1. Communication from Mr. Thomas Kandasami
He had a meeting with the Administrator and the financial team for half a day on
16th May 1998. Based on the above interaction, he prepared a questionnaire and
presented the same on 14th June vide his communication to the Superior.
Thereafter, a senior member of his team and a qualified Chartered accountant
visited the Hospital on 17th June 1998 and the hospital authorities informed that the
documents required and questionnaire would be duly filled in a week or 10 days.
(NOTE: This letter was received just before the last meeting but was inadvertently
left out in the minutes. Apologies — Chairperson)
The data is still being collected and the sisters have initiated a dialogue with him
on some modifications which they are suggesting. Sr. Sabena will be following
this up with him during her visit to Chennai.
2. Questionnaires for Doctors, Nursing staff (all categories) and staff of Ancillary
departments were finalised and are in the process of being distributed since 20th of
July 1998 — in phases.
3. Questionnaires for Patients and Hospital Aids have also been finalised and
translations into Tamil and Kannada are underway.
These too will be
administered shortly after a small group of volunteers are oriented for the purpose.
The method of sampling is being finalised.
Society for Community Health Awareness, Research and Action
Registered under the Karnataka Societies Registration Act 17 of I960, S. No. 44/91-92
Registered Office: No. 326, 5th Main, 1st Block, Koramangala, Bangalore - 560 034.
4. Both items (2) and (3) are being coordinated by Sr. Ann Marie and Ms. Mary Ann
Charles and the process should be completed by 10th of August 1998 hopefully.
5. Since there has been a slight delay in the data collection, I suggest that our next
meeting with as much preliminary analysis from the forms as possible, be held in
early September 1998. Mr. Kandasami has suggested the second week of
September which is 7,h to 11th September 1998. Please let me know by phone
immediately if this is okay or if any particular dates in that week are inconvenient
to you.
6. All the forms distributed had a covering letter from the review team. A copy of
this is enclosed for your information.
7. If any of you are particularly keen to have a copy of the final format of any of the
questionnaires, please let us know. They are slightly modified versions of the
forms already circulated.
With best wishes,
Yours sincerely,
Ravi Narayan,
Encl: Copy of covering letter from review team, which
has been attached to every questionnaire.
To:
Department:
St. Martha’s Hospital Review -1998
The Health Commission
Chapter
of
the
set up by the
Good
Provincial
Sisters,
shepherd
have
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW
the
YOUR
OPINION IS
Health
Ministry
St.Martha’s
of
Hospital
PROCESS.
AS
PART
OF
THIS
PROCESS,
STAFF
OF
St.Martha’s Hospital and a sample of students of
gtfWClAL
JOIN
THROUGH A PARTICIPATORY, INTERACTIVE AND REFLECTIVE
THE NURSING COLLEGE AND PATIENTS ARE BEING INVITED
TO PARTICIPATE, BY FILLING IN SPECIAL QUESTIONNAIRES
PREPARED BY THE REVIEW COMMITTEE.
THESE WILL BE
CIRCULATED / ADMINISTERED IN JULY 1 998. APART FROM
THE
QUESTIONS ASKED
SPECIFIC
IN
SPECIAL FORMAT,
PLEASE FEEL FREE TO OFFER ANY OTHER SUGGESTIONS
FOR
CONSIDERATION
BY
THE
REVIEW
TEAM.
YOUR
PARTICIPATION IN THIS REVIEW IS CRUCIAL TO HELP US
IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS AND ALSO
MEASURES
TO
MEANINGFUL.
MAKE
THE
HEALTH
MINISTRY
MORE
ALL YOUR RESPONSES AND SUGGESTIONS
WILL BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE
TASK AND MAKE THE REVIEW, A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
1 5™ July 1998
Dr. Prem Pais
Dr.Rebekah naylor
S.M.H. Bangalore
[All completed questionnaires must be returned to the Medical / Nursing
Superintendents offices latest by 28th July 1998 and put in the box
specifically provided for them]
Please detach this page from the proforma before submitting.
THE
REVIEW
Phone : 5531518
Fax
: (080) 55 333 58
Attn. CHC
COMMUNITY HEALTH CELL
No. 367, ‘Srinivasa Nilaya’, Jakkasandra, 1st Main, 1st Block, Koramangala, BANGALORE - 560 034.
8"' September 1998
St.Martha’s Hospital Review Process
A follow up communication (V)
To:
Sr. Ann Marie
Sr. Sabena
Dr.Sr. Teresita
Sr. Theresa Meera
Dr. Prem Pais
Dr. Rebekah Naylor
Ms. Mary Ann Charles
Mr. Thomas Kandasami
Sr. Clementia
Further to our last communication on 28"' July 1998, this is a follow-up
communication on further developments in the review process.
1. Questionnaires for Doctors, Nursing staff (all categories) and staff of Ancillary
Departments were distributed and the response has been very varied but on the
whole quite good.
Staff Nurse
Nursing Students
Nursing Faculty
Ward sisters
Doctors
Ancillary department Staff
42 / 50 (8 more are to be received)
45/45
15/15
19/19
41/69 (A general circular for remaining has been sent)
^2/6^ (being still collected).
lofa
35/$ o
The questionnaires are being analysed.
2. Orientation to 5 volunteers from among Nursing staff and tutors for administering
questionnaires to patients and hospital aides has been completed and the
administration of questionnaires to a sample of both these groups including
inpatient/outpatient is going on and will be completed soon.
3. The data for the financial review, after some delays, has also been completed and
forwarded to Mr. Thomas Kandasami for analysis.
4. Group discussions with department of Community Medicine staff and the
coordinators of various training programmes at St. Martha’s has also been
arranged early next week.
Society for Community Health Awareness, Research and Action
Registered under the Karnataka Societies Registration Act 17 of 1960, S. No. 44/91-92
Registered Office: No. 326, 5th Main, 1st Block, Koramangala, Bangalore - 560 034.
5. The first preliminary meeting to take stock of the findings will be held on 15"'
September at 2 p.m. at the St. Martha’s Hospital Community. The first stage
analysis from nursing section, ancillary departments and other sectors will be
reviewed and any remaining data collection will be planned. All members of the
team and the Health Commission are invited to participate.
6.
A larger meeting will be held at the end of the month or in the first week of
October to consider the analysis of all the responses / data before the final review
report is drafted.
With best wishes,
Yours sincerely,
Ravi Narayan.
P.s. to Mr. Kandasami.
Since the SMH sisters have just informed me that they are
giving Anand the papers today, its okay if you miss the
meeting on the 15th and join the next one in early
October - so you get the 2 weeks or so needed to analyse
the data. Themeeting on the 15th is just to keep up the
tempo and the data shared will be preliminary mainly by
Dr. Rebekah and Ms. Mary Ann. Dr. prem Pais and I will
also present our part in the October meeting. I have
asked the sisters to send me one copy of what they are
sending you so that in case something is missing or not
sent I will have a set to refer to when you alert me
about it.
]J<KANDASAMI, 12:35 AM 10/15/98, Re: SMH MEETING
^'Authentication-Warning: xlweb.com: [10.0.0.7] didn't use HELO protocol
^'Sender: mksami@xlweb.com
Date: Thu, 15 Oct 1998 00:35:37 +0500
To: COMMUNITY HEALTH CELL <sochara@blr.vsnl.net.in>
From: "M. KANDASAMI" <mksami@xlweb.com>
Subject: Re: SMH MEETING
Dear Dr.Ravi,
Many tbanks indeed for your email and all the news and the update.
I shall reply to you by the beginning of the next week.However I am likely
to be in Ashirvad for a day on 17th to give a workshop and I shall try and
talk to you.
'
With warm regards I remain
Yours sincerely
M.KANDASAMI.
At 02:30 PM 10/14/98 +0500, you wrote:
>Ref:CHC:5.4/98
October 1998
13th
>Mr. M. Kandasami,
>Chartered Accountant,
>83/1, Mahatma Gandhi Road,
>Chennai - 600 034.
>Dear
>Greetings from Bangalore!
>Hope you finally received the much delayed information and documentation
on
>Financial Management review from SMH sisters.
Do let me know how much
time
>you will need to process it in the context of your own busy schedule. All
>these delays are upsetting all our schedules!
>We met on 15th September and Dr. Naylor presented a short summary of
>findings from her part of the review (sent with hard copy of this message
by
>post). All the others gave some preliminary findings and we first decided
>to meet separately on 23rd October on the same day as the SMH Governing
| Printed for COMMUNITY HEALTH CELL <sochara@blr.vsnl.net.in>
2crl10
o
B.Com., F.C.A.
CHARTERED ACCOUNTANT
83/1. Mahatma Gandhi Road, Madras-600 034. 0 ; 827 4675, 826 6366 Fax : 91-44-827 7288
20th August, 1998
Dr. Ravi Narayan,
Community Health Cell,
No. 367, Srinivasa Nilaya,
Jakkasandra, I Main,
I Block, Koramangala,
"Bangalore - 560 034.
Dear Dr. Ravi,
Greetings from Chennai I
Many thanks indeed tor your emails and especially for sharing my concern regarding the lack of
cooperation and consequent delay on the part of St. Martha’s authorities io provide the necessary
information and the questionnaire. Sr. Sabina, the Provincial met with me and after listening to
the framework and the methodology, she has written to the St. Martha’s authorities to provide
the necessary information. However, I have not so far received any information.
hi view of die above, I am unable to proceed further. However I received your request regar ding
my convenience for the next meeting. While 14th to 16th September is convenient time for me,
I still feel that there is no purpose for me to attend the meeting unitl and unless I receive tire
information asked for including the questionnaire. As you can agree with me after I receive the
questionnaire my team and I require atleast 2 weeks to study and analyse the data even to arrive
at preliminary findings.
hi any case, I thank you for your understanding and request you to do your best to impress upon
the St. Martha’s authorities the need io provide the information urgently.
With warm regards,
/fours sjpcerely,
WKLANDASAMl, '
Chartered Accountant.
e
"SHANTI
NIL AYA"
12, Cornwell Road, Bangalore-560 025, India.
Prov. Office Tel: 2214832, ★ Community Tel: 2214131 ★ Fax No. 080/2214832
Dr.Ravi Narayanan.
Community Health Cell,
No. 367,"Srinivasa Nilaya"
Jakkasandra, 1st Main, 1st Block
Koramangala, Bangalore -560034
August 5, 1998
Dear Dr. Ravi Narayanan
Thank you for the 'follow up' Communication of the 28th July.
While in Chennai I did meet Mr. Thomas Kandasamy and had a discussion on the
r recess Oi evaluation that is already started. I liked the covering letter prepared by
you for the Staff and Students of the Hospital calling for their co-operation in this
important task. I called you over the phone today, but I could not get you.
September 7th to 11th will be O.K. for me. Any one of these days is fine, but my
preference would be for the 7th. Once you fix the date please let me know.
Thank you for your interest and co-operation in this Review.
With best wishes,
Yours sincerely,
Sr. Sabina Pathrose
ST.JOHN'S MEDICAL COLLEGE HOSPITAL
©
55 307 24
BANGALORE - 560034
Telegrams : SAINJOHNS
Rof
Date
CA-*
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|
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PROVINCIAL^DIRECTIVES
These can be 'modified by the
PROVINCI YL._ CHAPTE R
OUR GOAL
Responding to the call of Jesus the Good Shepherd and
experiencing the merciful love of the: Father, we, the
Contemplative and Active sisters mediate this love to all,
in the Spirit of our Foundress.
We make real the incarnation of Christ in the India of
today through an authentic religious life.
We share in the Church's mission of Evangelisation through
our special ministry gf reconciliation by praying for and
working with girls and women deprived of hope and love and
by responding to the crying needs of the poor, exploited and
oppressed.11
OUR THRUST
We work with the poor, exploited, oppressed and socially
discriminated, especially girls. and women in personnel,
family and social difficulties,'' through institutionalised
and non-institutionalised efforts in urban and rural areas.
OUR APOSTOLATE
in keeping with the Goal and. Thrust of oup province we set
our priorities as follows:
Services to Children, girls
and women through prevention,
protection, rehabilitation
and crisis intervention. We
extend our services to
commercial sex workers,
twilight girls, persons with
aids, working children (child
labour) and domestic women
workers.
PROGRAMS towards social
change:
- faith formation
Non-formal education
- Conscientisation
- legal education
- community organisation
- pro-life programmes
study, research and’publication
- pro-cane, net working
- ecological & environmental
protection, gender and
human rights issued,
- hospital chaplaincy/
pastoral care/
School counselling.
We make us of our existing institutions,-' land and property
to meet the needs of our new ministries.
2
ST. MAHTHA'S HOSPITAL
BANC-ALO1&-560009
OBJECTIVES:
The main objectives of St. Martha’s Hospital, a Catholic
acute care, general hospital establishment and managed by
Religious Sisters of the Good Shepherd, are
1.
To serve the sick and ailing irrespective of caste, creed
or race ■..’ith health care of good quality at a cost that is
affordable by the people in general.
To provide competent, comprehensive health care for the
whole person, the family and the conuuunity, with love and
compassion as taught by Jesus Christ, the Good Shepherd,
3.
To provide health care and service, observing with honesty
and integrity all the principles of medical and bio ethics,
as are applicable to a Catholic Hospital,
4.
To conduct educational/teaching programmes in various
fields, such as nursing, laboratory technology, radiography,
rehabilitation and post-graduate medical studies and in
doing so^to maintain high standards,
5.
To initiate and participate in such other activities as
are conducive to the improvement of the health of the people
at large, more particularly those in the weaker sections
of Society.
FRAMEWORK OF EVALUATION
{For consideration of Review Committee and Health Commission on 18th March, 1998}
fevi <?<_- '
Evaluation of St. Martha’s Hospital through a reflective process (March -
September 1998).
A.
Some Key Questions / Issues to be considered by Review Committee in the context of
the TOR, the background papers and Annual Report of 1996-97 provided by the
Health Commission.
1) Is the Hospital Apostolate in tune/consistent with charism, mission, vision,
and philosophy of the Good Shepherd Sisters? Which is:
i)
“Poor, exploited, oppressed and socially discriminated, especially girls
and women, in personal, family and social difficulties through
institutionalised and non-institutionalised efforts in urban and rural
areas ” (January 1995)
ii)
“Children, girls and women....including commercial sex workers,
twilight girls, persons with AIDS, working children (child labour) and
domestic women workers ” (January 1995)
& How does this ‘charism 'figure in the:
a) Focus of the work of the hospitals?
b) Focus of the type of staff/team members in the
institution?
c) Focus of the nurses training institution?
& Does the charism mean the hospital shotdd focus on
women, women's ill health and women’s problems ?
Ifyes, then how ?
If No, then why not ?
2) Does the hospital reach out to the less affluent sections/poor in the population
of Bangalore?
What percentage of outpatient/inpatient are provided free/subsidised
care?
b) Is this trend increasing, status quo or decreasing?
c) What other measures are being taken to make the services of the
hospital, become more accessible or utilised by the poor and
marginalised?
a)
d)
What problems have been faced to increase the percentage of free and
subsidised care?
3) Are the hospital policies in various departments spiritually sound?
a) Are all practices, rules, mode of functioning ethical?
| /JL
b) Are all religions respected?
,
c) Is adequate compassion shown to patients through pastoral care?
d) Is care taken to avoid negligence? I dehumanization?
e) Are the teachings of the Church promoted and or upheld by the hospitals
work?
f) Is the justice dimension in Health and health care addressed by the
hospital?
g) Any others?
4) Is the hospital technically well administered / managed?
a)
b)
c)
d)
e)
f)
Are the policies/programmes/activities rational?
Are the policies/programmes/activities logical?
Are the policies/programmes/activities efficiently managed?
Are the programmes/activities adequately utilized by the public?
How are the policies/programmes planned, monitored, evaluated?
Are there any weaknesses in the functioning of the hospital services? If
so, what can be identified as specific remedial measures?
5) Does the running of the hospital faithfully reflect the philosophy,
objectives, strategies as laid out in the papers prepared for the
review?
(Issues not covered above)
Objectives
ayPromote, respect and dignity of all human life
yfserve all irrespective of caste, creed or race
b)
c) Care of high quality at a cost that common people can afford —
d)' Develop a team spirit and collaborative ethos
/Provide competent/comprehensive health care for whole person
e)
f) /Provide care with honesty and integrity
g) To conduct educational/teaching programmes with high
standard of competence
h) Provide alternative systems of health care (!)
i) Participate in improvement of quality of life of people
j) Provide counselling and support to people in crisis
k)
Create awareness of importance of preserving ecologically
sound environment
Strategies
a) Promote good and high quality service
b) Rational use of drugs/therapeutics and methods of treatment
and care
c) Selectively upgrade medical technology to keep pace with
advancements
d) Courteous and considerate to patients, visitors and general
public
e) Create a climate conducive to a pursuit of excellence
f) Motivate all in hospital to be dedicated/committed and give off
their best.
g) Promote health care for all.
h) Lay strong emphasis on value education of patients, public, staff
and students
i) Readily accessible to those suffering from sickness/or those in
crisis
j) Create awareness of sound health and evils of smoking,
drinking and addiction
k) Create awareness of clean and healthy environment and living in
harmony with nature
{Please note there is some overlap between objectives and strategies as
enunciated in the background note}
6) Does the Financial Management of the hospital reflect the objectives and
strategies of the hospital?
a) The budget
b) The income and expenditure of the hospital
c) The processes of financial management (Accounting - Auditing)
d) Is the hospital financially sound? < nexf io u., e ex-T)
7.
Pr :
‘
I
-
-. 7
,
■■ J .
e .
{Note: AU members of the Review team will consider these questions and
issues extracted from the TOR and background papers, and contextualise them
to the areas/sectors of the hospital which they are studying}
B. Areas/Sectors for Review (identified from Annual Report 1996-97)
/l) Vision / Mission
2) Governance / Advisory Board
3) Hospital organisation/Administration
4) Income / Expenditure
5) Financial Management policy
6) Concessional care
7) Capital Investments
8) Donations
9) Personnel Management policy
10) Endowment fund
1) Community Health Department
M2) Nursing/Midwifery Training
713) Community Health Nursing
./14) National Board of Examination
J15) Radiographers Training
716) Clinical laboratory Technician course
-17) Hospital Aids
18) Professional Meetings - Clinical
Societies
19) Infection control Committee
20) Drugs/Therapeutics Committee
21) Medicine Department
22) Coronary Care Unit
23) Intensive Therapy Unit
24) Graded care unit
25) Paediatrics
26) Premature Unit
27) Sick Nursery
28) Dermatology
29) Psychiatry
30) General Surgery
31) Surgical ICU
32)Paediatric surgery
33) Plastic Surgery
Opthalmology
34)
35) ENT
36) Orthopaedics
OBG
37)
t—38) Day care ward
39) Anaesthesiology
U40) Family Welfare Centre -•
41) Prosthetic and Orthotic Centre
42)’ Physiotherapy Department
-43) Medico Social Unit
44) Pharmacy
CSSD
45)
46) Central Clinical Laboratory
47) Radiology
48) Dental/Oral Surgery
49) Casualty Department
50) Staff Health Service
51) Medical Records Department
52) Laundry
53) Dietary Department/Canteens
54) Library
55) Perpetual Help Health Centre Uttarahalli
56) Ancillary Services - Security,
Telephone, Fpr/Water/Maintenance
57) Nursing College
v/58)Future/Ongoing Plans
Others
-759) Linkages - Church
760) Linkages - Non-Church
y61) Congregational expectations
-762) Women’s Groups expectations
C. Time Framework & Schedule of Review
1.
Preliminary Meetings {March 1998}:
TOR: Objectives / Issues / Questions
Distribution of Responsibilities
Planning
2.
Preliminary Data Collection: Two Months (April - May 1998)
Each member will review the areas allotted to them and do their own data
collection in coordination with Sr. Mercy/Sr. Ann Marie of the Health Commission
3.
First Interactive Dialogue of Review Committee and Health Commission (June
1998)
Focus on key questions and gather ideas/datas for each question from different
reviews conducted by members of the review committee
4.
Next round of Data Collection / Analysis / Preliminary Reports (June - July 1998)
5.
Second Interactive Dialogue of Review Committee & Health Commission (August
1998)
Draft Report in sections to be circulated for perusal before dialogue
6.
Final Meeting of Review Committee to finalise report and recommendations
{Early September 1998).
{The Chairperson of the Review Committee will keep in touch with all the
members, and the members should also keep him informed about the progress
of the review Dialogue and ongoing clarification will go on through the
process through informal meetings and telephonic and postal
communications}
, '( o' - ’ll)
ST. MARTE'S HOSPITAL -
BANGALORE
GUIDELINES AND TERMS OF REFERENCE FOR A REFLECTIVE PROCESS AS
DESIRED TO BE UNDERTAKEN BY THE PROVINCIAL CHAPTER 1995.
I.
1j/ls the Hospital being run for the less affluent sections and the
poor in the population of Bangalore<>
./Is the Hospital functioning as a bonafide Catholic Hospital
2
reflecting the ideas and charism of the Good Shepherd Sisters?
Are the policies in the conduct of the various departments of this
3.
Hospital spiritually sound and technically well administered?
-------------------------------- -
L_,
'
—
"
'■
Is the Hospital adeo_uately utilized by the public?
t—-------- *■
5. Is the organisational set-up in the Hospital rational and logical
from the standpoint of efficient management?
6. Does the running of the Hospital faithfully reflect
(i)
The Philosophy
(ii)
The Vision and Mission
(iii)
The Objectives and strategies of the Hospital as
brought out in the paper prepared on these aspects
of the Institutiono
7.
8.
To assess the overall Income and Expenditure of the Hospital.(Complete )
Does our budget clearly reflect the objectives and strategies of
the Hospital.
9.
II.
Is the Institution/Hospital financially sound.
WORIJNU INSTRUCTIONS:
1 . The Committee should keen the Hospital Commission informed about
the progress made in the reflective process.
2.
The Committee should submit in writing its findings, suggestions
and recommendations.
3.
The reflective process should be completed within a period of
six months and the report on it (which shall be confidential)
should be submitted directly to the Hospital Commission.
The
Chairperson of this Commission would be Sr. Anne Marie and in her
absence, Sr. Merch Abraham, Superior, St. Martha’s Hospital.
4.
The work should be undertaken only after formal approval by the
Hospital Commission of the expenditure likely to be incurred on
members or other expenses of any kind.
COMMITTEE MEMBERS:
1.
Dr. Ravi Narayan
-
Co-ordinator
No. 367 Srinivasa Nilaya
Jakkasandra
1 st Main, 1 st Block
Koramamgala, Bangalore 560034
2.
Phone No. Off. 5531518
Res. 5533064
Dr. Prem Pais
Professor of General Medicine and
Vice Principal
St. John’s National Academy of Health Sciences
Bangalore 560034
3.
Phone No. Off. 5530724
Res. 5280406
Ms Mary Ann Robert
Assistant Professor
College of Nursing
St. John's National Academy of Health Sciences
Bangalore 560034
Phone No. Off 5530724
4. Dr. Rebekah Naylor
Medical Superintendent
Bangalore Baptist Hospital
Bangalore 560024
Phone No. Off. 3330321
5. Mr. Thomas Kandasamy
Chartered Accountant
Chennai 600006
Phone No. Off. 0448/266566
II. COMMISSION MEMBERS:
1. Sr. Anne Marie
St. Martha's Hospital
Bangalore 560001
Phone No. Hosp. 2275081
2. Sr. Kerch Abraham
Superior
St. Martha's Hospital
Bangalore GPO
Bangalore 560001
Phone No. Hosp. 2275081
3. Sr. Clementia
St. Martha s Hospital
bangalore GPO
Bangalore 560001
Phone Ko. Hosp. 2275081
4. Sr. Therese Meera
Superior
St. Michael's Convent
Old Madras Road
Bangalore 56CO53
r
Phone No. 5282811
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ST. MARTHA'S HOSPITAL,
BANGALORE 560 009.
Date:
REQUEST FOR NEW DRUG
The Convenor,
Drugs and Therapeutics Committee.
The following addition may be made to the Hospital Formulary:
Name of Drug (Generic):
Brand Name:
Manufacturer:
Therapeutic activity:
Indications:
Contra-indications:
Side effects:
\
Precautions:
Reasons for request:
.
Will it replace any drug in the formulary?
Dosage form(s);
Quantity required for 3 months (estimated):
I wish/do not wish to be present when this is discussed.
Unit
Name of the specialist
Siganture:
Date:
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Names of the Governing Body members:
1.
Sr. Mercy Abraham, Sister Superior (President)
2.
Dr.Sr. Teresita
3.
Sr. Anne Marie
4.
Sr. Lioba
5.
Sr. Celine George
6.
Sr. Clementis.
7.
Sr. Gemma
8.
Sr. Shobha
9.
Sr. Seby
10.
Sr. Georgina
11.
Sr. Annuntiata
12.
Sr. Sabina
13.
Mr. Narasimha Rau
14.
Fr. Percival Fernandez
1S.
Mrs. Barbra Naidu
16.
Mr. J. Alexander
17.
Mr. Denis Rasario D'Costa
18.
Dr. Syed Abdul Ahad
19.
Mr. A.C. Saldanha, Administrator (Secretary)
20.
Sr. Naomi
21.
Mr. F.T.R. Colaso.
Mffl-iBaHS OF TIE GOVERNING BODY, ST. MARTHA'S HOSPITAL SOCIETY
1.
Sr. Lioba
2.
Sr. Mercy
3.
Sr. Naomi
4.
Sr. Anne Marie
5.
Sr. Celine George
6.
Sr. dementia
7.
Sr. Gemma
3.
Sr. Shobha
9.
Sr. Seby
10.
Sr. Georgina
11.
Sr. Annuntiata
12.
Sr. Dr. Teresita
13.
Dr. Syed Abdul Ahad
14-
Mr. A.C. Saldanha
15-
Sr. Sabina
16.
Mr. Narasimha Rau
17.
Mr. F.T.R. Colaso
13.
Fr. Percival Fernandez
19.
Mrs. Barbra Naidu
20.
Mr. J. Alexander
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Suggestions for St Martha’s Hospital
Preamble:
Our hospital has served the population of Bangalore for over a century and is popular for its good
medical care as well as the nursing services Over the decades, the medical scenario in the city has changed
and currently a rather confusing situation exists. In this short presentation, I wish to portray some aspects
which have struck as rather important in the context of learning from our past experience and developing a
vision for the future I feel certain that unless some major attitudinal changes occur in all of us who are
involved in the hospital it would be difficult to sustain the pristine image of the hospital which provides us
all with spiritual as well as material sustenance Clearly, any reform will have to take place in carefully
planned phases, keeping in view several variables inherent in the overall socioeconomic milieu in which
the hospital provides its services. These comments are made with utmost sincerity and with a deepseated
motivation to improve the services we provide; no comment is to be misconstrued as directed against the
overall ethos of the hospital.
In the earlier decades, SMH was very popular because of the fact that ours was one of the few hospitals
which provided quality health care to all sections of the society, regardless of caste or creed This was most
welcome, particularly from the lower strata of society. Particular mention may be made of the Obst and
Gyn services which were second to none (and continues to be). During the midfifties and early sixties,
other small hospitals and nursing homes started to come up as the needs of the city grew In 1963, when St
John’s medical college started, SMH was given added impetus and a large number of senior teachers joined
the faculty of SJMC and consequently did all their clinical work at SMH This made the hospital acquire
more buildings and other facilities. There were some apprehensions when the college left the hospital in
1983, it was felt that the hospital might be underutilised as many popular doctors left to join the faculty of
the college and its own hospital But time proved that these fears were unfounded. The occupancy and
outpatient visits continued as before Some of the senior doctors who were invited to join SMH at this time
of transition from a teaching to a nonteaching centre, (and I happen to be one) strongly felt that a teaching
ethos should be sustained by having essentially unchanged rounding patterns as when the college was
functioning. Other teaching activities also continued as well as the clinical society programmes. The
starting of the NBE programmes was a very welcome and major development as it ensured that trained
doctors would stay with us for a period of three years and a pyramidal system of teaching was establsihed.
Despite all this, it is felt that the occupancy of the hospital and its popularity was waning in recent years. It
is crucial that the possible factors for this be examined in an objective manner so that remedial measures be
taken on a war footing. What, then, are the possible factors that are operative in this negative development
which have occurred ?
As I have no experience whatsoever in medical economics nor in administration, I can only make
commnets which have struck me as important. If even some of these prove to be relevant and need
implementation, I shall be most gratified.
The factors may be grouped under three major headings:
A. Factors inherent in the society
B. Factors inherent in the patient and his expectation
C. Factors inherent in the hospital staff and its personnel
A.
Society is everchanging. A dramatic way to put this would be to say that many young businessmen
who are important in Bangalore today were bom in SMH, but their own children and grandchildren
will certainly not be bom in SMH 1 This is simply because other hospitals and nursing homes have
come up, particularly in the last two decades, which provide what only SMH provided many years
ago. Availability of care in close proxilmity as well as availability of a personal doctor would keep
many a patient away from SMH. SMH has always been identified as a poor man’s hospital, and
many people from the higher economic levels of society would hesitate to come to SMH. With
upward movement in the society in socioeconomic terms, it is only to be expected that the higher
middle class and upper classes of people would rather go to nearby centres where similar care is
given. It naturally follows that many people who are in the lower middle classes should be attending
our hospital; they are doing so, and indeed are the ones who perhaps constitute the majority of the
patients we treat. Additionally, so called high tech hospitals are coming up and apart from richer
patients, even patients who can ill afford the cost, try and go to these hospitals as they are confusedly
thinking that posh ambience means better care. I know of many families that have done this, despite
our counselling them to the contrary.
As a corollary to the above, the expectation of patients is increasing. Not realising that three levels
of health care exist, namely primary, secondary and tertiary, lot of patients go to specialised
hospitals , while they may as well be equally well treated by the competent doctors of SMH The
only way to hold on to these patients would be to seriously think of afternoon specialty clinics such
as neurology and cardiology etc. Many patients would then be referred from our OPD to these
clinics. Another important factor that dissuades patients from going to any given hospital, is the lack
of all facilities under one roof. It is not pleasant to be asked to go with a blood sample in the middle
of the night to another hospital Likewise, many a patient who is referred to one of the high tech
hospitlas, might like to stay on there , convinced that he would get better care there, as facilities are
generally better While we obvioulsy cannot have all facilities one feels that we have been rather
slow in getting any new equipment ; there seems to a pervading feeling that specialsed doctors and
equipment are not necessary. In the present day practice of medicine, these gadgets are not only
necessary, but are crucial to make accurate diagnosis The fact that these are overused by avaricious
Centres outside does NOT take away from their importance. After all, they are but extensions of our
own clinical senses based on sight, touch and hearing 1 Having worked in SMH for over a quarter
of a century, I get an uncomfortable feeling that we will soon become purely clinical dinosaurs,
unless we modernise our care, and do it fast !
In the recent years, one factor has impressed me as very important. This is the area of patient care
where personalised care is important. Many small hospitals score over large hospitals because the
care in small centres is more personal and many small needs of the patients and the relatives are
easily met. For instance, visiting hours are lax etc. I feel that we should emphasise on all our staff
members that the patient-doctor and patient-nurse interface should be a very pleasant one and that
people will welcome this. Impersonal care, however competent will not succeed in maintaing the
patient happy and loyal to our SMH.
The most important factor of all is that of motivation Motivation will be for many reasons for many
people who work for SMH We must ensure that sufficient incentives are given to ah despite aft our
difficulties. This will obviously translate into better income from various options, but it has to be
worked out I am certain that our patients will not grudge us reasonable increases in tariff, provided
they are convinced that we mean business in terms of gorwing and providing them their money’s
worth. With the large infrastructure and reputation, I am certain that if we all put our minds to it, it
will be possible tom develop a taskforce that will come to work in the morning with smiling faces,
eager to work hard for the patients; therein lies our hope for the future and our challenge. No group
of people (as that which has the fortune to work in SMH) could ask of destiny for more than this
challenge, and no group should be content with less than what we can collectively achieve !
As a footnote, I might add that my own motivation is that of working in a spiritual atmosphere, free
from the lure of lucre, in an ethically satisfying atmosphere.
Om Prakash
To:
Department:
St. Martha’s Hospital Review -1998
The Health Commission set
Chapter
the
of
Good
lip by the
Shepherd
Provincial
Sisters,
have
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW
the
YOUR
OPINION IS
Ministry
Health
St.Martha's
of
Hospital
PROCESS.
AS
PART
OF
THIS
PROCESS,
STAFF
OF
St.Martha’s Hospital and a sample of students of
CRUCIAL
JOIN
THROUGH A PARTICIPATORY, INTERACTIVE AND REFLECTIVE
THE NURSING COLLEGE AND PATIENTS ARE BEING INVITED
TO PARTICIPATE, BY FILLING IN SPECIAL QUESTIONNAIRES
PREPARED BY THE REVIEW COMMITTEE.
THESE WILL BE
CIRCULATED / ADMINISTERED IN JULY 1 998. APART FROM
THE SPECIFIC
QUESTIONS ASKED
IN
SPECIAL FORMAT,
PLEASE FEEL FREE TO OFFER ANY OTHER SUGGESTIONS
FOR
CONSIDERATION
BY
THE
REVIEW
TEAM.
YOUR
PARTICIPATION IN THIS REVIEW IS CRUCIAL TO HELP US
IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS AND ALSO
MEASURES
TO
MEANINGFUL.
MAKE
THE
HEALTH
MINISTRY
MORE
ALL YOUR RESPONSES AND SUGGESTIONS
WILL BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE
TASK AND MAKE THE REVIEW, A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
1 5™ July 1 998
Dr. Prem Pais
Dr. Rebekah naylor
S.M.H. Bangalore
[All completed questionnaires must be returned to the Medical I Nursing
Superintendents offices latest by 28ltl July 1998 and put in the box
specifically provided for them]
Please detach this page from the proforma before submitting.
THE
REVIEW
To:
Department:
St. Martha’s Hospital Review -1998
The Health Commission
Chapter
the
of
set up by the
Good
Shepherd
Provincial
Sisters,
have
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW
the
YOUR
OPINION IS
Ministry
Health
St.Martha’s
of
Hospital
PROCESS.
AS
PART
OF
THIS
PROCESS,
STAFF
OF
St.Martha’s Hospital and a sample of students of
0RUC1AL
JOIN
THROUGH A PARTICIPATORY, INTERACTIVE AND REFLECTIVE
THE NURSING COLLEGE AND PATIENTS ARE BEING INVITED
TO PARTICIPATE, BY FILLING IN SPECIAL QUESTIONNAIRES
PREPARED BY THE REVIEW COMMITTEE.
THESE WILL BE
CIRCULATED / ADMINISTERED IN JULY 1 998. APART FROM
QUESTIONS ASKED
THE SPECIFIC
IN
SPECIAL FORMAT,
PLEASE FEEL FREE TO OFFER ANY OTHER SUGGESTIONS
FOR
CONSIDERATION
BY
THE
REVIEW
TEAM.
YOUR
PARTICIPATION IN THIS REVIEW IS CRUCIAL TO HELP US
IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS AND ALSO
MEASURES
TO
MEANINGFUL.
MAKE
THE
HEALTH
MINISTRY
MORE
ALL YOUR RESPONSES AND SUGGESTIONS
WILL BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE
TASK AND MAKE THE REVIEW, A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
1 5th July 1998
Dr. Prem Pais
Dr.Rebekah naylor
S.M.H. BANGALORE
[All completed questionnaires must be returned to the Medical / Nursing
Superintendents offices latest by 28th July 1998 and put In the box
specifically provided for them]
Please detach this page from the proforma before submitting.
THE
REVIEW
To:
Department:
St. Martha’s Hospital Review -1998
The Health Commission
Chapter
the
of
set up by the
Good
Provincial
Shepherd Sisters,
have
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW
the
YOUR
OPINION IS
Ministry
Health
St.Martha’s
of
Hospital
THROUGH A PARTICIPATORY, INTERACTIVE AND REFLECTIVE
PROCESS.
AS
PART
OF
THIS
PROCESS,
STAFF
OF
St.Martha’s Hospital and a sample of students of
JfRUCIAL
JOIN
THE NURSING COLLEGE AND PATIENTS ARE BEING INVITED
TO PARTICIPATE, BY FILLING IN SPECIAL QUESTIONNAIRES
PREPARED BY THE REVIEW COMMITTEE.
THESE WILL BE
CIRCULATED / ADMINISTERED IN JULY 1 998. APART FROM
THE
SPECIFIC
QUESTIONS ASKED
IN
SPECIAL FORMAT,
PLEASE FEEL FREE TO OFFER ANY OTHER SUGGESTIONS
FOR
CONSIDERATION
BY
THE
REVIEW
TEAM.
YOUR
PARTICIPATION IN THIS REVIEW IS CRUCIAL TO HELP US
IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS AND ALSO
MEASURES
TO
MEANINGFUL.
MAKE
THE
HEALTH
MINISTRY
MORE
ALL YOUR RESPONSES AND SUGGESTIONS
WILL BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE
TASK AND MAKE THE REVIEW, A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
1 5th July 1998
Dr. Prem Pais
Dr.Rebekah naylor
S.M.H. Bangalore
[All completed questionnaires must be returned to the Medical I Nursing
Superintendents offices latest by 28th July 1998 and put in the box
specifically provided for them]
Please detach this page from the proforma before submitting.
THE
REVIEW
To:
Department:
St. Martha's Hospital Review -1998
The Health Commission
Chapter
of
the
set up by the
Good
Provincial
Sisters,
Shepherd
have
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW
the
YOUR
OPINION IS
Crucial
Health
Ministry
St.Martha’s
of
Hospital
JOIN
THROUGH A PARTICIPATORY, INTERACTIVE AND REFLECTIVE
PROCESS.
AS
PART
OF
THIS
PROCESS,
STAFF
OF
St.Martha’s Hospital and a sample of students of
THE NURSING COLLEGE AND PATIENTS ARE BEING INVITED
TO PARTICIPATE, BY FILLING IN SPECIAL QUESTIONNAIRES
PREPARED BY THE REVIEW COMMITTEE.
THESE WILL BE
CIRCULATED / ADMINISTERED IN JULY 1 998. APART FROM
THE
SPECIFIC
QUESTIONS ASKED
IN
SPECIAL FORMAT,
PLEASE FEEL FREE TO OFFER ANY OTHER SUGGESTIONS
FOR
CONSIDERATION
BY
THE
REVIEW
TEAM.
YOUR
PARTICIPATION IN THIS REVIEW IS CRUCIAL TO HELP US
IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS AND ALSO
MEASURES
TO
MEANINGFUL.
MAKE
THE
HEALTH
MINISTRY
MORE
ALL YOUR RESPONSES AND SUGGESTIONS
WILL BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE
TASK AND MAKE THE REVIEW, A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
1 5th July 1 998
Dr. Prem Pais
Dr. Rebekah nay lor
S.M.H. Bangalore
[All completed questionnaires must be returned to the Medical I Nursing
Superintendents offices latest by 28th July 1998 and put in the box
specifically provided for them]
Please detach this page from the proforma before submitting.
THE
REVIEW
Contents
1.
2.
3.
4.
5.
6
7.
8.
9.
10.
i.
ii
iii.
iv.
V.
vi.
vii.
viii.
ix.
X.
Introduction
Vision, Mission, Objectives, Human Resource Development j/key
thrusts and linkages
Survey of Doctors
Survey of Nurses and Nursing services and Nursing college
Survey of Patients
Governance,
Hospital
organisation/administration,
personnel
management, Associated and ancillary departments
Financial Management
Challenges and Tasks ahead.
Reference list - Background Papers/Documents.
Appendices.
Objectives of St. Martha's Hospital
Provincial Directives of the Good Shepherd Congregation - January
1995.
a
Guidelines and Terms of Reference for Reflective Process drown up by
Hospital Commission - January 1998
Framework of Review approved by Review Committee and Hospital
(Health) Commission - March 1998.
Mission, Philosophy, Objectives and Strategies of St. Martha's Hospital
(Revised Document 1998).
Objectives from Memorandum of Associations of St. Martha's Hospital
Society - September 1965.
Some Observation by a Management Consultant -1997
Some Standards to be considered for Hospital Management - 1997
(Dr Rebekah Naylor).
Health Care Apostolate - Policy Guidelines of CBC1 Health Commission
January 1992.
Challenges for Mission Hospitals in the future - CHAI/CHC Golden
Jubilee Study (Delphi Panelists) - October 1992.
■ -z
2
St. Martha's Hospital
o_.
Report on some issues and challenges incorporating findings from.reflective,
interactive, andparticipatoryreview.
•J-f
Chapter I: Introduction
St. Martha’s Hospital was founded in 1886 in response ‘to a need felt for caring for
the stricken during a time of plague, drought and famine’ and the response of the
Good Shepherd Congregation was a small hospital with few beds. In 1986, a century
later the hospital had grown into a large 600 bed Secondary Care Hospital, with
numerous departments, an outreach programme in rural and urban areas, a school of
nursing, other medical and para medical training programmes [see Appendix 10(i)].
Earlier for years, from 1963-83, it had also been the affiliated teaching hospital of St.
John’s Medical College, which had been established by the CBCI Society for Medical
Education. While it provided high quality health care through a team of dedicated
doctors, nurses and paramedical staff under the able and catalytic leadership of a
small group of committed Good Shepherd sisters, professionally trained, themselves
as doctors, nurses and paramedicals, there was a growing dialogue, debate, reflective
introspection especially since the centenary year whether the congregation and the
high quality medical care institution that the hospital represented was still true to the
original charism and mission of the congregation or whether there was growing
dissonance between the renewed charism and thrusts of the congregation and the
vision, administrative and technical challenges of the hospital and associated nursing
college and extension centres.
Over 12 years have passed since the Centenary and the dialectics and debate has
continued. A review of documents from the archives show that numerous processes
and initiatives have evolved to address these dilemmas. These include:
i)
A process of discernment was initiated in 1985 by the Provincial Council
under the guidance of Rev. Fr. Balaguer S .J. This included identifying various
possibilities for the future of the hospital (six options were identified).
Prayerful reflections on the pros and cons of the 6 options were undertaken
followed by a prioritization.
Consultations were held with a few ‘experienced, interested and
knowledgeable’ persons within and outside the hospital for their opinions and
suggestions.
Finally, some options and actions were decided upon and discussed with the
CBCI Society of Medical Education, the Archbishop of Bangalore and some
follow up action was explored.
ii)
In 1992, a special committee was set up to explore and recommend a
framework for the establishment I maintenance of a Community Health
Department at
St. Martha’s Hospital - which would be integrated; focus
3
on both rural and urban areas; involve and orient all the other departments
towards a post-centenary renewed mandate of outreach and field training
supported by policy commitments at all levels.
iii)
In January 1995, the provincial chapter of the Congregation evolved
provincial directives and renewed the goal, the thrust, the apostolate, the
service and the programmes towards social changed of the Congregation [see
Appendix 10(ii)]
iv)
hi several meetings were held with the Sisters to renew / reorient the
objectives of the ‘hospital in the changing context and challenges of the late
80’s and early 90s [see Appendix 10(v)], latest of these meetings being one in
1988.
v)
The provincial chapter also set up a Hospital Commission consisting of 5
Sisters who were requested to identify some guidelines and terms of reference
for a reflective process that a small multi-disciplinary group of experts would
undertake to address certain specific issues, questions and dilemmas that
would be identified by the commission in the context of the growing dilemmas
about the role, scope and relevance of the hospital.
vi)
A Management Consultant was also invited to facilitate a process of
discussion and study with the sisters and some assessment of the planning
climate, problem identification, health of the organisation, training needs and
challenges were identified [see Appendix 10(vii)].
vii)
Finally, a 5 member Review Committee was set up which brought together
five experts from different disciplines - Community Health and Human
Resource Development Planning; Clinical Medicine; Nursing; Health
Management; and Financial Management [see Appendix 10(iii)].
a)
Apart from working instructions, some key questions and dilemmas were
also identified for them to consider through interactive reflection
/evaluation with all concerned. These were:
1. Is the Hospital being run for the less affluent sections and the poor
in the population of Bangalore?
2. Is the Hospital functioning as a bonafide Catholic Hospital
reflecting the ideas and charism of the Good Shepherd Sisters?
3. Are the policies in the conduct of the various'departments of this
Hospital spiritually sound and technicallywell administered?
4. Is the Hospital adequately utilized by the public?
5. Is the organisational set-up in the Hospital rational and logical
from the standpoint of efficient management?
6. Does the running of the Hospital faithfully reflect
i.
The Philosophy
ii.
The Vision and Mission
iii.
The Objectives and strategies of the Hospital as brought out
in the paper prepared on these aspects of the Institution
4
7. To assess the overall Income and Expenditure of the Hospital
(Complete)
8. Does our budget clearly reflect the objective and strategies of the
Hospital?
9. Is the Institutioin/Hospital financiallysound?
b)
The Review Committee and the Health Committee met on 18th March, 1998 to
consider the Terms of Reference and key questions to be explored by the Review
Committee. Apart from clarifying the questions further it also identified
areas/sectors to be covered by each member and evolved a tentative time
framework and schedule of the review [See Appendix 10(iv)]. It was also decided
that all members of the review team would consider all these questions and issues
and contextualise them to the areas/sectors of the hospital which they were
studying. In addition, in order to make the review process an active, interactive
learning process for all stakeholders concerned , it was decided to evolve short
questionnaires, proformas and involve as many hospital staff of all categories as
possible [see Annexures].
c)
The process has now taken a little over an year - all sectors have been interacted
with; opportunity to fill proformas have been provided, interactive discussions
have been arranged and follow up visits and compilation and analysis of all the
data has been attempted.
d)
The following six reports have now been compiled:
1. Vision, Mission, Objectives Human Resource Development, some key thrusts
and linkages
2. Survey of Doctors
3. Survey of nurses, Nursing Service and School of Nursing
4. Survey of Patients
5. Governance, Hospital Management and Allied and Ancillary Departments and
spiritual care
6. Financial Management.
The whole process has been a learning experience for the Review Committee and
hopefully the range of ideas and suggestions that have emerged will be a learning
experience and stimulus for future planning and clarity of vision and mission for
the congregation and the hospital sisters. Meetings are being held which will
identify the main challenges and tasks ahead from all these reports - first by the
Review Committee and then through further dialogue with the Hospital
Commission.
f) The Review will add toall the processes and initiatives that have already been
initiated by'the Congregation and the Hospital sisters to discern the 'Signs of the
Times' since the centenary year. WE HOPE ITWILL PROVIDE BOTH
e)
CLARITY AND A STIMULUSjFOR CONCRETE ACTION
5
Chapter Two
Vision, Mission, Objectives, Human Resource Development, some
Key Thrusts & Linkages
This chapter explores some aspects of the Vision / Mission / Objectives of the
hospital, the human resource development aspect and some key thrusts including
Community Health Orientation of hospital and linkages.
It draws upon a series of background documents provided by the (Health Commission
- including Memorandum of Association, Objectives of hospitals, various reports of
reviews and reflections, the annual reports of the hospital, from 1990 and some other
documents (see list in Chapter 9).
It also draws upon a series of discussions with members of the Health Commission,
Medical Superintendent, all the coordinates of the training programmes, the staff of
the Community Health Department and others.
The purpose of the interactive dialogue with all the above and the critical perusal of
the documents available was to identify some critical issues and challenges that need
to be addressed by the Hospital (Health) Commission as SMH enters the next
millennium All the detailed observations and findings from the document review or
interviews have not been enumerated or outlined from the notes of the reviewer. Key
ideas and findings have been presented to stimulate serious collective reflection and a
sustained action response.
A. Vision / Mission / Objectives
1. Dissonance between Congregational and Hospital Vision / Objectives:
The difference between the goals and thrusts of the Congregation and
Provincial chapters especially the modified directives of January 1995 versus
the Objectives and mission statements of the St. Martha's Hospital (one of the
institutions run by the Congregation) and updated from time to time are
striking:
The congregational charism focuses on 'women'/the hospital on 'sick
people including women'.
The congregational charism focuses very forcefully on 'poor, exploited,
oppressed, social discriminated',^the hospital on 'sick people irrespective of
caste, creed or race - people at large, more particularly those in the weaker
sections of society'.
These differences are not subtle but quite significant.
6
Table 1
Charism
Congregation
"Working with girls and
deprived of hope and love"
Hospital
women
"Serve the sick and ailing irrespective of
caste, creed and race..."
"poor, exploited, oppressed, and "improve health of the people at large,
socially discriminated especially, girls more particularly those in the weaker
and women in personal, family and sections...."
social difficulties"
b) The nature of the Action Response (Services)
•
The charism of the congregation focuses on prevention, promotion and
rehabilitation while the hospital primarily on curative with a small
measure of prevention and rehabilitation.
_
Table 2
Services
Congregation
Hospital
"Prevention, protection, rehabilitation and
crisis intervention"
"Acute care for sick and ailing" and
"comprehensive health care for the whole
person, family and community".
c. The Scope of the programmes
•
The congregational charism is deeply embedded in the 'social paradigm'
focussing holistically on society (community and environment)while
the hospital has an orthodox focus on 'biomedicine' with a rather
tenuous evolution to a community health orientation.
Table;
Scope of Programmes
Congregation
"Faith formation
non-formal education
conscientization
legal education
community organisation
pro-life programmes
pro cana, networking
Ecological and environment protection
Gender and Human Rights
Hospital chaplaincy
Pastoral care"
School counselling"
Hospital
"Competent medical care
outpatient care
inpatient care
extension sendees (Uttarahalli)
education & teaching programmes
nursing
lab-technology
radiography
rehabilitation
PG medical studies
Family Welfare Centre1''
Medico Social Unit
CommunityHealth Programmes"
7
These differences very clearly reflect the continuous dialectics and regular
feelings / perceptions of dissonance between the 'sisters in the hospital' and the
larger and wider group of 'sisters in the congregation'. From the above
analysis and comparison of objectives, there are very real and very serious
differences which can not be wished away. This also explains why this
process of constant discernment, reflection, review and evaluation which
started before the centenary year has not been resolved adequately and each
decision taken has met with constant hesitation and a need to review, re
review and re-evaluate.
2. Resolving the Dissonance
There have been some attempts to resolve this dissonance. Some of these
identified by the Reviewer from the documents provided are:
(a)
Often in the past (pre-centenary) the 'hospital sisters' have oftfm reviewed
and reflected, on the hospital objectives, identified the special nature of
this one institution as different from most of the others run by the
congregation, especially in the context of its special structure, scope and
focus, and reiterated objectives that are relevant to a continuing 'secondary
care' health service [see Appendix 10(i)]. While this was quite legitimate
because a 'Hospital' had its own more technical goals and challenges, the
decreasing number of the younger sisters in the congregation who were
willing to try and live out their charism in the institutional setting has kept
up this process of "questioning and dissatisfaction'.
(b)
The 'Discernment process' in 1986 lead to a very 'radical' choice of an
option out of 6 possible options which included
♦
♦
♦
♦
Handing over ownership and administration of the hospital to a Church
Society focCommunity Health Awareness, Research and Action >
A few sisters trained as doctors, nurses and supportive personnel
would continue to offer services to the transferred hospital by common
agreement with'riew management
The 'apostolate' will now be free to flourish both in the premises and
outside in activities more visibly expressing the spirit and charism of
the Good Shepherd. It was felt that their life will be further enriched
and their dedication to the disadvantaged will be more visible, and
their witnessing more challenging.
There were plans to use parts of hospital for particular Good Shepherd
services eg., unwed mothers, suicides, drug addicts, etc. The situation
of the hospital in the heart of the city with a concentration of social
evils was seen as an added advantage.
Significantly it was also recorded that this diminution was a growth and
flowering of the primary inspiration, not as a set back, but as a
privilege and challenge^).
8
However due to various reasons this handing over and diminution did
not take place and the dialectic continued and hence the review.
(c)
One of the concerns that emerged at the time of the Centenary was that the
hospital had started in 1886 as a 'Hospital for the poor' and a centenary
later had become a 'hospital primarily for the paying 'middle class' or
lower middle class patient' with the number of'poor' patients diminishing
gradually and substantially. The reasons were many - medical / health
care costs were going up; the support from external sources was
diminishing; the hospital had to switch to the policy of 'Paying patients'
and 'paying wards' with the hope that some of this would continue to
subsidise the poor and others needing free or low cost treatment -but this
policy was not effective in actual practice. The subsidy raised or
transferred was inadequate. The review of the period 1992-97 (from
Annual Reports) eg.. shows that percentage free concessions reduced from
5.2% to 4.2% over the five year period.
H o.'"
As a post centenary project it was decided to start an integrated
Community Health Department which would evolve more extension
choices and primary health care initiatives in urban slums of Bangalore so
that by extending the services of the hospital to the community, the
number of poor and served to would increase. The Department was
started but it had its own dynamics and problems (reviewed in next Section
C) and it could not actually address this challenge adequately.
No special effort seems to have been made at any level including the
Governing Body to ever address the problem of the diminishing 'poor and
marginalised' from the 'beneficiaries' of the hospitahso increasing free care
- concessional or subsidised care by a fund or any innovating fund raising
programme or attempts at evolving low cost health care packages, etc., has
just not been addressed. The changing market phenomenon seems to have
been accepted as inevitable!!
(d)
More recently in 1997-98, the Hospital sisters reflected on the Mission
Philosophy Objectives and Strategies of the Hospital in the context of the
renewed Provincial directives and some aspects where strengthened /
introduced or highlighted to reduce this continuing dissonance, [see
Appendix 10(v)].
In Objectives
a. Focus on women, young girls and children highlighted
b. Focus on poor and exploited emphasised
c. Counselling and support to people in crisis, included
d. Making people 'respect life and become aware of the importance of
preserving an ecologically sound environment on our planet' included.
In strategy
a.
Aim to be a 'People's hospital' included.
9
b. Emphasis on services for women, young girls and children introduced.
c. Developing and following policies for rational use of drugs and
therapeutics and rational methods of treatment and care, added.
d. Maximum precaution to protect the patient from acts of culpable
negligence, dereliction of duty and breach of medical ethics,
emphasised.
e Through training programmes, community health care and outreach
programmes, family counselling and welfare clinics and other, clinics,
holding of—nutrition- classes to promote health care for all while,
.creating awareness of the conditions that lead to disease.
f. Value education for patients, public, staff and students, introduced
g. Item 11
h. Item 12
i. Item 13.
All these efforts show a very healthy process towards reducing this
dissonance between the 'Congregation' and 'Hospital' thrusts and the
overall process should be further strengthened. While the trend has been
to make the hospital a little more poor, zwoman, community and value
oriented, there is a lotmore that can be explored to bring it in line with the
Provincial Directive. A scenario provided at the end of this chapter based
on ideas that emerged from the reviewers discussion with many is an
attempt to highlight the possibilities of greater consonance and
complementarity. While it may seem at first to be an 'extreme option', it
has been developed to stimulate some creative thinking in that direction.
3.
From Rhetoric to Policy Action >
Another concerns that emerged from a review of all these vision / mission I
objectives / strategies statements documents has been, that even though many
of them were very relevant and keeping in tune with the emerging challenges
of the times, there did not seem to be any effort on a continuing basis to clarify
the content and specific action components of these newer objectives. Many
therefore seemed more 'rhetorical' or pious resolutions not backed by practical
and 'doable' action plans.
It is time the 'hospital sisters' clearly began to define at least the following in
the context of their evolving objectives [see Appendix 10(v)]
(i)
(ii)
(iii)
(iv)
(v)
(vi)
(vii)
How will we serve and lay greater emphasis on services for women,
young girls and children?
i>pec<~a\ ccc! >
> t-xrt/
How and through what specifications down promote respect for worth
and dignity of all human life from conception to death?
What is health care of a 'high quality' at affordable cost? o
What are the principles of medical and bio-ethics to be fallowed in the
hospital and how?
How exactly will alternative systems be included in hospital and
community health work?
How and what -support will be made available to 'people in crisis'?
What 'values' will be promoted and emphasised?
10
(viii) How will we enhance ecological sensitivity and harmony with nature
(ix) What will be the components of pastoral care that the hospital will
provide to (a) all patients (b) sensitive to different religions and cultures9
These are just some of the many strategies outlined that urgently need clarity.
Unless clearly enunciated hospital policy on each of these objectives/evolved
and are upgraded, reviewed, improved, modified from time to time the
objective / strategy will lose its relevance and produce counter productive
cynicism which is not uncommon. This must be avoided at all cost. It is
important to not only know "where we want to go" by how 'we plan to"get
there!!'
4.
Some other issues are critical when the whole issue
Vision/Mission/Objectives setting process is reviewed. These are
of the
(a) The need to involve lay leadership in dialogue and discernment
Most of the processes of discernment and objective setting seem to be
too 'congregational' or 'sister centred'. The hospital has a large number
of lay doctors, nurses and other categories of staff who have shown
long-term involvement and commitment to the institution. A very
proactive strategy is required to include them in this whole process
of vision/mission/objective setting. An urgent need exists to get
beyond the we 'sisters' and they 'staff syndrome and a core group
consisting of representatives from all sections of the hospital staff
should be actively involved in the process.
Our interactive process with all types of staff (see later chapters) has
amply demonstrated that there exists a large enough core of people
among all sections of the hospital staff who appreciate the objectives
of the hospital, identify with its dilemmas and constraints and wish to
participate in evolving meaningful responses. Not involving them
seriously in the process will be a continuing missed opprtunity.
(b) The Governance and Management of the hospital also seems not in
keeping with the needs of the times or the challenge :
The Governing Body presently consists of 13 sisters of the
congregation (most involved in the hospital) and 8 non sisters of
which 3 are from the hospital administration - the remaining five
come from other backgrounds that are significant but are heavily
outnumbered by insiders.
-
The Governing body should consist of a broader representation of
disciplines - management, law/women's issues, development,
theology, sociology, pastoral care.
11
-
More of the members should be independent autonomous
individuals not linked to the hospital so that advise is freely given.
(This should also not be so busy that they can attend meetings
regularly.
If the Memorandum of the Society/cannot be modified suitably to
allow this broad based representation of disciplines, expertise and
view points than a management - Advisory Committee including
all these disciplines and view points would greatly enhance the
relevance and competence in governance. Representation of stake
holders like the doctors/nurses/ancillary staff and patients/peoples
organisations represented by consumer organisations and civic
society organisations and women's organisations especially in the
context of the Good Shepherd charism would add another
significant dimension to planning and participatory management
and enhancing the active engagement with emerging human and
social challenges. A review of the AGBM and Governing Body
meetings from 1992-98 show that all the issues of concern and
consideration were totally 'bio-medical' and orthodox hospital
concerns. No issue of significance to charism, social relevance or
community challenge was discussed. Not surprisingly the only
request from Samraksha - an AIDS counselling initiative which
required support for an emerging, urgent social problem deeply
relevant to the congregational charism was considered and rejected
on church doctrinal considerations totally missing the challenge
and opportunity. Perhaps a broader based representative governing
body may not have allowed this to happen!!
The Hospital also has a Planning and Executive Committee
consisting of 8 people including the Finance Officer. The advisory
committee suggested above would greatly support the work of this
committee itself. This smaller committee should also have a wider
representation of all the stakeholders in the hospital.
(c) Finally, in the 1990s, the CBCI Health Commission has outlined the
challenges and guidelines for the Health Care Apostolate of the future
[Appendix 10(ix)]. The Catholic Hospital Association of India
organised a Golden Jubilee evaluation exercise entitled "Seeking the
Signs of the Times" which included the Delphi prediction of the
challenges for Mission Hospitals [Appendix 10(ix)]. A host of
challenging propositions have been evolved which Mission Hospitals
should seriously consider.
Though the St. Martha's Hospital sisters need to evolve their own
Vision / Mission / Objectives these need not be in "congregational
isolation" which has been a tradition of the past but in active dialogue
with the collective prescriptions and directions that are arising out of a
very proactive process of data / generation and evidence based
discussion. The Hospital Sisters particularly, the Hospital (Health)
12
Commission should seriously study these documents considering all
that is relevant and supportive of their own charism. Thus the hospital
will not only actively contribute to this collective dialogue and
experimentation but also be encouraged, supported and inspired by it.
[See 'Scenario 2005' for additional stimulus]
13
St. Martha’s Hospital
Reflections on some issues and challenges incorporating findings from an interactive and
exploratory study.
Introduction
St. Martha’s Hospital was founded in 1886 in response ‘to a need felt for caring for the
stricken during a time of plague, drought and famine’ and the response of the Good
Shepherd Congregation was a small hospital with few beds. In 1986, a century later the
hospital had grown into a large 600 bed Secondary Care Hospital, with numerous
departments, an outreach programme in rural and urban areas, a school of nursing, other
medical and para medical training programmes. While it provided high quality health
care through a team of dedicated doctors, nurses and paramedical staff under the able and
catalytic leadership of a small group of committed Good Shepherd sisters, professionally
trained, themselves as doctors, nurses and paramedicals, there was a growing dialogue,
debate, reflective introspection especially since the centenary year whether the
congregation and the high quality medical care institution that the hospital represented
was still true to the original charisma and mission of the congregation and the vision,
administrative and technical challenges of the hospital and associated institutions.
Over 12 years have passed since the Centenary and the dialectics and debate has
continued. A review of documents from the archives show that numerous processes and
initiatives have evolved to address these dilemmas. These include:
A process of discernment was initiated by the Provincial Council under the
guidance of Rev. Fr. Balagues S.J. This included identifying various possibilities
for the future of the hospital (six options were identified).
i)
Prayerful reflections on the pros and cons of the 6 options were undertaken
followed by a prioritization.
Consultations were held with a few ‘experienced, interested and knowledgeable’
persons within and outside the hospital for their opinions and suggestions.
Finally, some options and actions were decided upon and discussed with the
CBCI Society of Medical Education, the Archbishop of Bangalore and some
follow up action were-taken, jajc, o ex/s/or. -f ,
ii)
.
In 1992, a special committee was set up to explore and recommend a framework
for the establishment / maintenance of a Community Health Department at St.
Martha’s Hospital - which would be integrated,focus on both rural and urban
areas, involve and orient all the other departments towards a post-centenary
renewed mandate of outreach and
field training supported by policy
commitments at all levels.
iii)
In January 1995, the provincial chapter of the Congregation evolved provincial
directives and renewed the goal, the thrust, the apostolate, the service and the
programmes towards social changes of the Congregation (Appendix I).
iv)
Meetings were held with the Sisters to renew / reorient the objectives of the
‘hospital in the changing context and challenges of the late 80’s and early 90s
(Appendix H).
v)
The provincial chapter then set up a Hospital Commission consisting of 5 Sisters
who were requested to identify some guidelines and terms of reference for a
reflective process that a small multi-disciplinary group of experts would
undertake to address certain specific issues, questions and dilemmas that would
be identified by the commission in the context of the growing dilemmas about the
role, scope and relevance of the hospital.
vi)
A Management Consultant was also invited to facilitate a process of discussion
and study with the sisters and some assessment of the planning climate, problem
identification, health of the organisation, training needs and challenges were
identified.
vii)
Finally, a 5 member Review Committee was set up which brought together five
experts from different disciplines - Community Health and Human Resource
Development Planning; Clinical Medicine; Nursing; Health Management; and
Financial Management.
Some key questions and dilemmas were also identified for them to consider
through interactive reflection evaluation with all concerned. These were:
1) Is the Hospital Apostolate in tune/consistent with charism, mission, vision,
and philosophy of the Good Shepherd Sisters? Which is:
i) “Poor, exploited, oppressed and socially discriminated, especially
girls and women, in personal, family and social difficulties through
institutionalised and non-institutionalised efforts in urban and rural
areas ”
(January 1995)
ii) “Children, girls and women....including commercial sex workers,
twilight girls, persons with AIDS, working children (child labour)
and domestic women workers ” (January 1995)
& How does this 'charism ’figure in the:
a) Focus of the work ofthe hospitals?
b) Focus of the type of stajf/team members in
the institution?
c) Focus of the nurses training institution?
& Does the charism mean the hospital should focus on
■women, women’s ill health and women's problems ?
Ifyes, then how ?
IfNo, then why not ?
/fy
2) Does the hospital reach out to the less affluent sections/poor in the population
of Bangalore?
,
f,t-io •<>
a) What percentage of outpatient/inpatient are provided free/subsidised
care?
b) Is this trend increasing, status quo or decreasing?
c) What other measures are being taken to make the services of the
hospital, become more accessible or utilised by the poor and
marginalised?
d) What problems have been faced to increase the percentage of free and
subsidised care?
3) Are the hospital policies in various departments spiritually sound? >
Are all practices, rules, mode of functioning ethical?
Are all religions respected?
Is adequate compassion shown to patients through pastoral care?
Is care taken to avoid negligence? / dehumanization?
Are the teachings of the Church promoted and or upheld by the hospitals
work?
f) Is the justice dimension in Health and health care addressed by the
hospital?
g) Any others?
a)
b)
c)
d)
e)
4) Is the hospital technically well administered / managed?
a)
b)
c)
d)
e)
f)
.
p
” • ■ —o
Are the policies/programmes/activities rational?
Are the policies/programmes/activities logical?
Are the policies/programmes/activities efficiently managed?
Are the programmes/activities adequately utilized by the public?
How are the policies/programmes planned, monitored, evaluated?
Are there any weaknesses in the functioning of the hospital services?
If so, what can be identified as specific remedial measures?
5) Does the running of the hospital faithfully reflect the philosophy,
objectives, strategies as laid out in the papers prepared for the
review?
(Issues not covered above)
<
cc r.,
6) Does the Financial Management of the hospital reflect the objectives and
strategies of the hospital?
a)
b)
c)
d)
The budget
The income and expenditure of the hospital
The processes of financial management (Accounting - Auditing)
Is the hospital financially sound?
{Note: All members of the Review team will consider these questions and issues
extracted from the TOR and background papers, and contextualise them to the
areas/sectors of the hospital which they are studying}
viii)
The Review Committee and the Health Committee met on 18th March, 1998 to
consider the Terms of Reference and key questions to be explored by the Review
Committee; identified areas/sectors to be covered by each member and evolved a
tentative time framework and schedule of the review (See Appendix IH). It was
also decided that all members of the review team would consider all these
questions and issues and contextualise them to the areas/sectors of the hospital
which they were studying. In addition, in order to make the review process an
active, interactive learning process for all stakeholders concerned , it was decided
to evolve short questionnaires, proformas and involve as many hospital staff of all
categories as possible.
ix)
The process has now taken a little over an year - all sectors have been interacted
with; opportunity to fill proformas have been provided; interactive discussions
have been arranged and follow up visits and compilation and analysis of all the
data has been attempted.
The following six reports have now been compiled:
cn, rlLsr-l'Cn, C>Rn &C
1.
2.
3.
4.
5.
6.
Objectives, charism, Human Resource Development and key thrusts
Survey of Doctors
Survey - Nursing Service Department and School of Nursing
Governance, Hospital Management and Allied and Ancillary Department
Survey of Patients
Financial Management.
The whole process has been a learning experience for the Review Committee and
hopefully the range of ideas and suggestions that have emerged will be a learning
experience and stimulus for future planning and clarity of vision and mission for the
congregation and the hospital sisters.
Appendix in
GUIDELINES AND TERMS OF REFERENCE FOR A REFLECTIVE PROCESS
AS DESIRED TO BE UNDERTAKEN BY THE PROVINCIAL CHAPTER 1995.
L
1- Is the Hospital being run for the less affluent sections and the poor in the population
of Bangalore
2. Is the Hospital functioning as a bonafide Catholic Hospital reflecting the ideas and
charism of the Good Shepherd Sisters?
3. Are the policies in the conduct of the various departments of this Hospital spiritually
sound and technically well administered?
4. Is the Hospital adequately utilized by the public?
5. Is the organisational set-up in the Hospital rational and logical from the standpoint of
efficient management?
6. Does the running of the Hospital faithfully reflect
i. The Philosophy
ii. The Vision and Mission
The Objectives and strategies of the Hospital as brought out in the paper prepared
iii.
on these aspects of the Institution
iv. To assess the overall Income and Expenditure of the Hospital (Complete)
v. Does our budget clearly reflect the objective and strategies of the Hospital?
vi. Is the Institution/Hospital financially sound.
H. WORKING INSTRUCTIONS:
1. The Committee should keep the Hospital Commission informed about the progress
made in the reflective process.
2. The Committee should submit in writing its findings, suggestions and
recommendations.
3. The reflective process should be completed within a period of six months and the
report on it (which shall be confidential) should be submitted directly to the Hospital
Commission. The Chairperson of this Commission would be Sr. Anne Marie and in
her absence, Sr. Mercy Abraham, Superior, St. Martha’s Hospital.
4. The work should be undertaken only after formal approval by the Hospital
Commission of the expenditure likely to be incurred on members or other expenses of
any kind.
C:\OFFICE\EVLUATN\Appendicos to SMH Report docCroated on 0SZ21/99 3:42 PM
COMMITTEE MEMBERS:
1. Dr. Ravi Narayan,
Community Health Cell,
No. 367, Srinivasa Nilaya,
Jakkasandra I Main,
I Block Koramangala,
Bangalore - 560 034
Ph: 5531518(0)/ 5533064 ®; Ph/Fax: 5525372 (O); Email: sochara@vsnl.com
2. Dr. Prem Pais,
Professor of General Medicine & Vice Principal,
St. John’s National Academy of Health Sciences,
Satjapur Road,
Bangalore - 560 034.
Ph: 5530724 (O)/5280496®
.
(
3. Ms. Mary Ann Robert,
Assistant Professor,
College of Nursing,
St. John’s National Academy of Health Sciences,
Sarjapur Road,
Bangalore - 560 034.
Ph: 5530724 (O)
4. Dr. Rebekah Naylor,
Medical Superintendent,
Bangalore Baptist Hospital,
Bellary Road,
Bangalore - 560 024.
Ph: 333 0321 (O).
5. Mr. Thomas Kandasamy,
Chartered Accountant,
83/1, M.G. Road,
Chennai - 600 006.
Ph: (0448) 266366.
C:\OFFICE\EVLUATN\AnxmdicQt to SMH ReportdocCroitod oa 05/21/99 3:42 PM
,
COMMISSION MEMBERS:
1. Sr. Ann Marie,
St. Martha’s Hospital,
Nrupathunga Road,
Bangalore- 560 009.
Ph: 2275081 (Hosp)
2. Sr. Mercy Abraham,
Superior,
St. Martha’s Hospital,
Nrupathunga Road,
Bangalore - 560 009.
Ph: 2275081 (Hosp).
3. Sr. Therese Meera,
Superior,
St. Michael’s Convent,
Old Madras Road,
Bangalore - 560 058.
Ph: 5282811.
C:\OmCE\EVLUATN\Appcndic<«! to SMH Report docCrostod on 05/21/99 3:42 PM
Appendix-II
PROVINCIAL DIRECTIVES
These can be modified by the
■ PROVINCIAL CHAPTER'.
..... 1^5
OUR GOAL
Responding to the call of Jesus the Good Shepherd and experiencing the merciful love of
the Father, we, the Contemplative and Active sisters mediate this love to all, in the Spirit
of our Foundress.
We make real the incarnation of Christ in the India of today through an authentic
religious life.
We share in the Church’s mission of Evangelisation through our special ministry of
reconciliation by praying for and working with girls and women deprived of hope and
love and by responding to the crying needs of the poor, exploited and oppressed.”
OUR THRUST
We work with the poor, exploited, oppressed and socially discriminated, especially girls
and women in personnel, family and social difficulties, through institutionalised and non
institutionalised efforts in urban and niral areas.
OUR APOSTOLATE
In keeping with the Goal and Thrust of our province we set our priorities as follows:
Services to Children, girls and women
through
prevention,
protection,
rehabilitation and crisis intervention. We
extend our services to commercial sex
workers, twilight girls, persons with aids,
working children (child labour) and
domestic women workers.
/
PROGRAMS towards social change:
faith formation
Non-formal education
Conscientisation
- Legal education
- Community organisation
- Pro-life programmes study, research
and publication
- Pro-cana, networking
- Ecological & environmental protection,
gender and human rights issued k p
- Hospital chaplaincy / pastoral care /
school counselling.
We make us. of our existing institutions, land and property to meet the needs of our new
ministries.
CAOFFICEVEVLUATNXAppendices to SMH Rjoport-docCroatod on 05/21/99 3:42 PM
COLLEGE OF NURSING
ST. MARTHA'S HOSPITAL
BANGALORE - 560 001, S. INDIA
REF:
CN/37/99/3fc|
: 2275081-85
: 2270709
Phone :
: 2272427
Date : 06.07.99
Dr. Ravi Narayan
Co-ordinator for the Reflective
Process and Review of
St. Martha's Hospital,
BANGALORE.
Dear Dr. Ravi,
I enclose herewith the comments of the Hospital
Committee on the Report submitted by the Committee
for the Reflective Process and Review of St. Martha's
Hospital, Bangalore for favour of necessary action.
We are very appreciative of the work you have
done on this Committee and we thank you very sincerely.
We would be grateful if you would kindly let us
know what were the expenses incurred on the work of
this Project, so that we can make early payment to
you.
With kind regards,
Yours sincerely,
Encl: a/a
(Sr. Anne MarieJ
PRINCIPAL
^fsing
Sr Martha s Hospital,
BANGALORE-560 00-1
The Committee of St. Martha's Hospital has gone through the
Report of the Review Committee on the Reflective Process on St. Martha's
Hospital and would like to put forward the following proposals for
consideration:
-
On page 80 of the Financial Report under Clause 10, - Finance Staff
the word 'teak' has been wrongly printed instead of the word 'team'.
Necessary correction may kindly be made.
—
On page 86 paragraph 3 line 1 of the Financial Report, it has been
mentioned that the School of Nursing was started in 1993, whereas it
was actually started in 1933*
-
This needs to be corrected.
On page 7 of the Review Report below Table 1 after the words:
'prevention, rehabilitation"! we would like you to add the words
'and education'.
The last sentence would now read as follows
'small measure of prevention, rehabilitation and education'.
-
The Heads of other departments attend the Planning and Executive
Meetings only on invitation. The number of members on the Planning
and Executive Committee is 6.
On page 8 of the report under paragraph 2(a), it is mentioned "While
this was quite legitimate because a "Hospital" had its own more technical
goals and challenges, the decreasing number of younger sisters in the
Congregation who were willing to try and live out their charism in the
Institutional setting has kept up this process of "questioning and
dissatisfaction".
While this may have been true more than ten years
ago, it is not so any more.
be deleted.
We would therefore like this statement to
Lastly in the evaluation by doctors on page 37, under questionnaire
36, the reference to Indian nuns may be deleted.
-
<S.H& (3)y^Y’ 'a'
'^•'yO'w<>rA^-t^
c^vCcUjJ
I..... 7^^ /-
4.5
T^'yjLv^ik /& Cv3
FINAL REPORT OF ST.MARTHA’S HOSPITAL
Subject: FINAL REPORT OF ST.MARTHA’S HOSPITAL
Date: Tue, 06 Jul 1999 16:40:09 +0530
From: "M.KANDASAMI" <mksami@vsnl.com>
To: CHC- <sochara@blr.vsnl.net.in>
Dear Dr.Ravi,
Greetings! I hope you have received my email dated
As I promised, I am attaching the financial management
report of St.Martha's Hospital after some important
corrections. I request you to kindly use this version to
form part of the final report.
Thanking you and with best wishes, I remain
Yours sincerely,
KANDASAMI.
DfINAL VERSION-AFTER CORREDTIONS doc
Name: FINAL VERSION-AFTER
CORREDTlONS.doc
Type: Winword File (application/msword)
Encoding: base64
MK <mksami@vsnl.com> !
1 of!
7/7/99 4:27 PM
M. KANDASAMI, B.Com. FC A,
83/1,Mahatma Gandhi Road, Chennai ■ 600 034 INDIA
CHARTERED ACCOUNTANT
Phone . 0091-44-827 4675 / 8266366 / 8227414
Fax
. 0091-44-827 7288 E—mail : mksami@xlweb.com
Internet E-mail : m ks a m i @ m d 2 . vs n I. n e t. i n
6thJune, 1999.
Dr.Ravinarayan,
Community Health Cell,
367, Srinivasa Nilaya Jakkasandra
Is1 Main, 1st Block, Koramangla,
BANGALORE - 34.
Dear Dr.Ravi,
Wann greetings from Chennai. I understand that you have fixed the meeting on 16,h
June 99 for StMartha’s Study report, presentation and discussion.
Firstly, I wish to inform you that I would like to depute Mr.Durai to represent me at the
above meeting. As you are aware, he has been totally involved in the study and he can
participate almost as effectively I would do. I hope this would be all right with you.
Could you kindly send me a short note as to the preparation whether there is any
transparency or will it be only sharing ofthe hard print of the report In case
transparency is required I hope that the overhead projector is available..
Is there still a chance that the meeting will be rescheduled to another date? I am asking
this since I am rescheduling several commitments in order to make myself or Mr.Durai
available for this meeting. If you already have confirmation from all the members then
I would like to go by the above date. In case you are thinking of any rescheduling, I shall
be happy to know about it early.
With warm regards, I remain,
Yours sincerely,
M KANDASAMI
CHARTERED ACCOUNTANT
From - Mon Jun 28 17:54:54 1999
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26th June,'99.
<P>DR. RAVI NARAYAN,
<BR>COMMUNITY HEALTH CELL,
<BR>BANGALORE .
<P>Dear Dr. Ravi Narayan,
<PXB>Sub: A Review of St. Marthas' Hospital - Final Report on the Financial
Management system - Your communication dated 18th June 99.</B>
<P>Many thanks for your communication cited above and I have noted the
contents.
<P>I do have a few corrections to be made in the final report. I
shall email such portions of my report afresh for making the necessary
corrections before the agreed time, namely 7th July 99. I request you to
kindly await the same.
<P>I thank you for your appreciation of my presentation on Financial Management.
This has been possible among other things also due to your efficient co
ordination
and support.
<P>With warmest regards, I remain,
<P>Yours sincerely,
<BR>
<PXB>M. KANDASAMI</B>
<BR>
<BR>Snbsp;
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57E402938209CD08E2E5BEF4--
REPORT OF A REVIEW OF ST. MARTHA'S
HOSPITAL
(Reflective, interactive, participatory)
Review Committee
Dr. Ravi Narayan
Dr. Prem Pais
Dr. Rebekah Naylor
Ms. Mary Ann Charles
Mr. M. Kandasami
In Coordination with the Hospital (Health) Commission of the Congregation
(1998/ 1999)
Contents
1.
2
3.
4.
5
6.
7.
8.
9.
10.
i.
ii.
iii.
iv.
V
vi.
vii.
viii.
ix.
X.
Introduction
Vision, Mission, Objectives, Human Resource Development^, Linkages
and key thrusts, o.--ie-1
Survey of Doctors
Survey of Nurses and Nursing services and Nursing college
Survey of Patients
Governance,
Hospital
organisation/administration,
personal
management, Associated and ancillary departments and spiritual care
Financial Management
Challenges and Tasks ahead.
Reference list - Background Papers/Documents.
Appendices.
Objectives of St. Martha's Hospital
Provided Directions of the Good Shepherd Congregation - January 199,8.
Guidelines and Terms of Reference for Reflective Process drown up by
Hospital Commission.Framework of Review approved by Review Committee and Hospital
(Health) Commission - March 1998,
Mission, Philosophy, Objectives and Strategies of St Martha's Hospital
(Revised Document 1998).
Objectives from Memorandum of Associations of St. Martha's Hospital
Society - September 1965.
Some Observation by a Management Consultant -1997
Some Standards to be considered for Hospital Management -1997 (Dr
Rebekah Naylor).
Health Care Apostolate - Policy Guidelines of CBCI Health Commission
January 1992.
Challenges for Mission Hospitals in the future - CHAI/CHC Golden
Jubilee Study (DelhfjPanelists) - October 1992.
8
St. Martha’s Hospital
7e/pcH^
Reflections on some issues and challenges incorporating findingsfrom aujnteractive
and exploratory study.
i
ct
;.-2cv, ;'T>\ .
, :
c
' ■
-
Chapter I: Introduction
St. Martha’s Hospital was founded in 1886 in response ‘to a need felt for caring for the
stricken during a time of plague, drought and famine’ and the response of the Good
Shepherd Congregation was a small hospital with few beds. In 1986, a centuiy later the
hospital had grown into a large 600 bed Secondary Care Hospital, with numerous
departments, an outreach programme in rural and urban areas, a school of nursing, other
medical and para medical training programmes. Earlier for years, from 1964-19'8-, it
had also been the affiliated teaching hospital of St. John’s Medical College, which had
been established by the CBCI Society for Medical Education. While it provided high
quality' health care through a team of dedicated doctors, nurses and paramedical staff
under the able and catalytic leadership of a small group of committed Good Shepherd
sisters, professionally trained, themselves as doctors, nurses and paramedicals, there was
a growing dialogue, debate, reflective introspection especially since the centenary year
whether the congregation and the high quality medical care institution that the hospital
represented was still true to the original charism and mission of the congregation or
whether there was growing dissonance between the renewed charism and thrusts of the
congregation and the vision, administrative and technical challenges of the hospital and
associated institutions.
Over 12 years have passed since the Centenary and the dialectics and debate has
continued. A review of documents from the archives show that numerous processes and
initiatives have evolved to address these dilemmas. These include:
i)
7 ’
A process of discernment was initiated by the Provincial Council under the
guidance of Rev. Fr. Balaguro S.J. This included identifying various possibilities
for the future of the hospital (six options were identified).
Prayerful reflections on the pros and cons of the 6 options were undertaken
followed by a prioritization.
Consultations were held with a few ‘experienced, interested and knowledgeable’
persons within and outside the hospital for their opinions and suggestions.
Finally, some options and actions were decided upon and discussed with the
CBCI Society of Medical Education, the Archbishop of Bangalore and some
follow up action was explored.
ii)
In 1992, a special committee was set up to explore and recommend a framework
for the establishment / maintenance of a Community Health Department at
St. Martha’s Hospital - which would be integrated; focus on both rural and urban
areas; involve and orient all the other departments towards a post-centenary
renewed mandate of outreach and
field training supported by policy
commitments at all levels.
iii)
In January 1995, the provincial chapter of the Congregation evolved provincial
directives and renewed the goal, the thrust, the apostolate, the service and the
programmes towards social change^' of the Congregation (Appendix®
I o/i jjj
iv)
Meetings were held with the Sisters to renew / reorient the objectives of the
‘hospital in the changing context and challenges of the late 80’s and early 90s, /Ac.
(AppendixH). ■ - • •
I ■ ■ - «
-•
■ ■
• ■ ■ r, ,
v)
The provincial chapter then set up a Hospital Commission consisting of 5 Sisters
who were requested to identify some guidelines and terms of reference for a
reflective process that a small multi-disciplinary group of experts would
undertake to address certain specific issues, questions and dilemmas that would
be identified by the commission in the context of the growing dilemmas about the
role, scope and relevance of the hospital.
vi)
A Management Consultant was also invited to facilitate a process of discussion
and sntdy with the sisters and some assessment of the planning climate, problem
identification, health of the organisation, training needs and challenges were
identified.
T?
vii)
Finally, a 5 member Review Committee was set up which brought together five
experts from different disciplines - Community Health and Human Resource
Development Planning; Clinical Medicine; Nursing; Health Management; and
Financial Management.
'
a) •_ Some key questions and dilemmas were also identified for them to consider
through interactive reflection evaluation with all concerned. These were:
1) Is the Hospital Apostolate in tune/consistent with charism, mission, vision,
and philosophy of the Good Shepherd Sisters? Which is:
2) Does the hospital reach out to the less affluent sections/poor in the population
of Bangalore?
3) Are the hospital policies in various departments spiritually sound?
4) Is the hospital technically well administered / managed?
/
5) Does the running of the hospital faithfully reflect the philosophy,
objectives, strategies as laid out in the papers prepared for the
review?
6) Does the Financial Management of the hospital reflect the objectives and
strategies of the hospital?
7) Is the Hospital sustainable and financially viable?
b) The Review Committee and the Health Committee met on 18th March, 1998
to consider the Terms of Reference and key questions to be explored by the
Review Committee; identified areas/sectors to be covered by each member
and evolved a tentative time framework and schedule of the review (See
Appendix JU). It was also decided that all members of the review team would
consider all these questions and issues and contextualise them to the
areas/sectors of the hospital which they were studying. In addition, in order to
make the review process an active, interactive learning process for all
stakeholders concerned , it was decided to evolve short questionnaires,
proformas and involve as many hospital staff of all categories as possible, (pn ’ ■’ <,
c) The process has now taken a little over an year - all sectors have been
interacted with; opportunity to fill proformas have been provided; interactive
discussions have been arranged and follow up visits and compilation and
analysis of all the data has been attempted.
d) The following six reports have now been compiled:
1. Vision, Mission, Objectives Human Resource Development,and • key
thrusts -r I
2. Survey of Doctors
3. Survey - Nursing Service Department and School of Nursing
■S/4. Governance, Hospital Management and Allied and Ancillary Department.
5'. Survey of Patients
6. Financial Management.
e) The whole process has been a learning experience for the Review Committee
and hopefully the range of ideas and suggestions that have emerged will be a
learning experience and stimulus for future planning and clarity of vision and
mission for the congregation and the hospital sisters. Me<'■>-' ■• .’ • - h
"T^kS
" ’■
■ l.'.r
C-D
C..
•'OBPUIPO, 0,1016,1016,-SCO, 3 00,0,300
Chapter Two
So'Ct".
Vision, Mission, Objectives, Human Resource Development and Key
Thrusts v-.
a. ■
This chapter explores some aspects of the Vision / Missioiy of the hospital,
governance-and linkages in the context of the yision/mission and three key-thrusts
which include human resource development, trairiihg-programmes'-otfer than Nursing,'
Community Health Orientation of hospital and some-future challenges.^/' c-.■
It draws upon a series of background documents provided by the Health Commission
- including Memorandum of Association, Objectives of hospitals, various reports of
reviews and reflections, the annual reports of the hospital. From 1990 and some other
documents (see list in Chapter 9).
It also draws upon a series of discussions with members of the Health Commission,
Medical Superintendent, all the coordinaters of the training programmes, the staff of
the Community Health Department and others.
The purpose of the interactive dialogue with all the above and the critical perusal of
the documents available was to identify some critical issues and challenges that need
to be addressed by the Health Commission as SMH enters the next millennium. All
the detailed observations and findings from the document review or interviews have
not been enumerated or outlined from the notes of the reviewer. Key ideas and
findings have been presented to stimulate serious collective reflection and a sustained
action response.
A. Vision / Mission / Objectives
_=z>
h&k '
' * ■' .
' ' ""
1. The striking difference between the goals and thrusts of the Congregation and
Provincial chapters especially the modified directives of January 1995 versus
the Objectives and mission statements of the St. Martha's Hospital (one of the
institutions run by the Congregation) and updated from time to time isv c C h > '■
o The congregational charism focuses on 'women' the hospital on 'sick people
including women'. 9The congregational charism focuses very forcefully on
'poor, exploited, oppressed, social discriminated', the hospital on 'sick people
irrespective of caste, creed or race - people at large, more particularly those in
the weaker sections of society'.
These differences are not subtle but quite significant.
Table 1
Charism
Congregation
i.
Hospital
"special
Ministry
Reconciliation"
"Serving the sick"
"Promoting
competent,
comprehensive health care"
"Activities
conducive
to
improvement of health of people
particularly weaker sections".
of i.
ii.
"Praying and working with girls iii.
and women deprived of hope
and love"
ii
"Responding to crying needs of
poor exploited, marginalised".
b) The nature of the Action Response (Services)
The charism of the congregation focuses on prevention, promotion and
rehabilitation while the hospital primarily on curative with a small measure of
prevention and rehabilitation.
Table 2
Services
Congregation
Hospital
"Prevention, protection, rehabilitation and
crisis intervention"
"Acute care for sick and ailing" and
"comprehensive health care for the whole
person, family and community".
c. The Scope of the programmes
Table 3
Scope of Programmes
Congregation
"Faith formation
non-formal education
conscientization
legal education
community organisation
pro-life programmes
pro cana, networking
Ecological and environment protection
Gender and Human Rights
Hospital chaplaincy
i Pastoral care"
School counselling"
Hospital
"Competent medical care
outpatient care
inpatient care
extension services (Uttarahalli)
education & teaching programmes
nursing
lab-technology
radiography
rehabilitation
PG medical studies
Family Welfare Centre"
Medico Social Unit
v
CommunityHealth Programmes (through
Community Health Department.
2
■ Ca. Jo 1 c '
The congregational charism is deeply embedded in the 'social paradigm'
focussing holistically on society (community and environment)while the
hospital has an orthodox focus on 'biomedicine' with a rather tenuous
evolution to a community health orientation.
These differences very clearly reflect the continuous dialectics and regular
feelings / perceptions of dissonance between the 'sisters in the hospital' and the
larger and wider group of 'sisters in the congregation', and (from- the above
analysis and comparison of objectives, they are very real and very serious
differences which can not be wished away. This also explains why this
process of constant discernment, reflection, review and evaluation which
started before the centenary year has not been resolved adequately and each
decision taken has met with constant hesitation and a need to review, re
review and re-evaluate.
- . .
■
:
;-o
e
t
Some of the-methods pf Resolution of this Dissonance identified by the
Reviewer are
.
'
■
A
(?) The 'hospital sisters' have often reviewed and reflected, on the hospital
objectives, identified the special nature of this one institution as different
from most of the others, and in the context of its special structure, scope
and focus reiterated objectives that are relevant to a continuing 'secondary
care' health service response partially supportive of 'primary health care'.
While this is quite legitimate because a 'Hospital' has. its own more
technical goals and challenges, the decreasing number of the younger
sisters in the congregation who are willing to try and live out their charism
in the institutional setting has kept up this process of "questioning and
dissatisfaction'.
(,2) The 'Discernment process' in 1986 lead to a avery 'radical' choice of an
option out of 6 possible options which included
®) Handing over ownership and administration of the hospital to a Church
Society for Community Health Awareness, Research and Action
b) A few sisters trained as doctors, nurses and supportive personnel
would continue to offer services to the transferred hospital by common
agreement with new management
■>'
c) The 'apostolate' will now be free to flourish both in the premises and
outside in activities more visibly expressing the spirit and charism of
the Good Shepherd. It was felt that their life will be further enriched
and their dedication to the disadvantaged will be more visible, and
their witnessing more challenging.
d) There were plans to use parts of hospital for particular Good Shepherd
services eg., unwed mothers, suicides, drug addicts, etc. The situation
of the hospital in the heart of the city with a concentration of social
evils was seen as an added advantage.
’ ,/ ■ Significantly it was also recorded that this diminution was a growth
and flowering of the primary inspiration, not as a set back, but as
a privilege and challenge(I).
3
However due to various reasons this handing over and diminution did
not take place and the dialectic continued and hence the review.
«
■'
■ ■
■
■ "• - •
(3) One of the concerns of-the Centenary Review, was that the hospital had
started in 1886 as a 'Hospital for the poor' and a centenary later had
become a’hospital primarily for the paying 'middle class' or lower middle
class patient with the number of 'poor' patients diminishing gradually and
substantially. The reasons were many - medical / health care costs were
going up; the support from external sources was diminishing; the hospital
had to switch to the policy of 'Paying patients' and 'paying wards' with the
hope that some of this would continue to subsidise the poor and others
needing free or low cost treatment -but this policy was not effective in
actual.
■
The review of the period 1992-97 (from Annual Reports) eg., shows that
percentage free concessions reduced from 5.2% to 4 2% over the five year
period. As a post centenary project it was decided to start an integrated
Community Health Department which would evolve more extension
choices and primary health care initiatives in urban slums of Bangalore so
that by extending the services of the hospital to the community and-closer
to-the community, the number of poor and marginalised attended to would
increase. The Department was started but it had its own dynamics and
problems (reviewed in next Section C) and it did not actually address this
challenge adequately.
.
>
No special effort seems to have been made at any level including the
Governing Body to ever address the problem of the diminishing 'poor and
marginalised' from the 'beneficiaries' of the hospital soincreasing free care
- concessional or subsidised care by a fund or any innovating fund raising
programmeor attempts at evolving low cost health care packages, etc., has
just not been addressed. The changing market phenomenon seems to have
been accepted as inevitable!!
lW- m
(4) More recently/the Hospital sisters reflected on the Mission Philosophy
Objectives and Strategies of the Hospital in the context of the renewed
directives and the following aspects where strengthened / introduced or
highlighted to reduce this continuing dissonance
. ’ ■ . ■
In Objectives
a.
b.
c.
d.
Focus on women, young girls and children highlighted
Focus on poor and exploited emphasised
Counselling and support to people in crisis, included
Making people 'respect life and become aware of the importance of
preserving an ecologically sound environment on our planer' included.
VuA
In strategy
a. Aim tobe a 'People's hospital' •'-’c ,’t > d
b. Emphasis on services for women, young girls and children
• ■ ■' >
■ ••
<
>
Develop and follow policies for rational use of drugs and therapeutics
and rational methods of treatment and care^
d. Maximum precaution to-be-taken to protect the patient from acts of
culpable negligence, dereliction of duty and breach of medical ethics,.
e Through training programmes, community health care and outreach
programmes, family counselling and welfare clinics and other clinics,
holding of nutrition classes to promote health care for all while,
creating awareness of the conditions that lead to disease.
f. Value education for patients, public, staff and students. f .■’ *
■ 1 ''
I g. Item 11
h. Item 12
i. Item 13.
c.
All these efforts show a very healthy process towards reducing this
dissonance between the 'Congregation1 and 'Hospital' thrusts and the
overall process should be further strengthened, particularly-by~moving to
the next stage of clarity for each new objective. Not just What but. How'.’9
££
7
■
■
■
'
■
-
'
*
■
■
' (5) One—of—the concerns that emerged from a review of all these
vision/mission/objectives and even strategies statements that even though
many of them were very relevant and some keeping in tune with the
emerging challenges of the times, there did not seem tobe any effort on a
continuing basis tociarify the content and specific action components of
these newer objectives or even some of the previous objectives. Many
therefore seemed more 'rhetorical' or pious resolutions not backed by
practical and 'doable' action plans.
It is time the 'hospital sisters' clearly began to define at least the following
in the context of their evolving objectives ( Appendix
)
How and through what specifications do we promote respect for worth
and dignity of all human life from conception to death?
ii: What is health care of a 'high quality' at affordable cost?
iii. What are the principles of medical and bio-ethics to be fallowed in the
hospital and how?
iy? How exactly will alternative systems be included in hospital and
community health work?
v. How and what -support will be made available to 'people in crisis' 7
(•j vi: What 'values' will be promoted and emphasised "
: f vii. How will we enhance ecological sensitivity and harmony with nature
viii. What will be the components of pastoral care that the hospital will
provide to (a) all patients (b) sensitive to different religions and
cultures.
i.
These are just some of the many formulations, that urgently need clarity.
Unless clearly,enunciated hospital policy on each of these objectives .-‘.-’t"
evolve-wh'icli are upgraded, reviewed, improved, modified from time to
time tire objective/will lose its relevance and produce counter productive
cynicism which is not uncommon.but.rather-unfortunate. .. - »s '>■ • ■
1 L
charism, social relevance or community challenge was discussed.
Not surprisingly the only request from Samraksha - an AIDS
counselling initiative support for an emerging, urgent social
problem deeply relevant to the congregational charism was
considered and rejected on church doctrinal considerations totally
missing the challenge and opportunity. Perhaps a broader based
representative governing body may not have allowed this to
happen!!
(c) In the 1990s, the CBCI Health Commission has outlined the challenges
and guidelines for the Health Care Apostolate of the future (Appendix
VA ' )■ The Catholic Hospital Association of India organised a Golden
Jubilee evaluation exercise entitled "Seeking the Signs of the Times"
which included the Delphi prediction of the challenges for Mission
Hospitals ^Appendix ix) A host of challenging propositions have been
evolved which Mission Hospitals should seriously consider. 'The St.
Martha's Hospital sisters need to evolve their own Vision / Mission /
Objectives not in "congregational isolation" which has been a tradition
of the past but in active dialogue with the collective prescriptions and
directions that are arising out of a very proactive process of data /
opinion generation and evidence based discussion—so that-not will- -the
hospital actively contribute to this collective dialogue and
experimentation but also been couraged, supported and inspired by it.
c
7
B—Human Resource Development
1. St Martha’s Hospital is contributing to Health Human power resource
development in the state and country through the following teaching / training
courses and programmes.
a Residencies for National Board Examinations (Doctors) in Medicine,
Surgery, Obstetrics & Gynaecology, Paediatrics and Orthopaedics.
b. Nurses (Bssic)
c. Radiographers Training
d. Laboratory Technicians course
e. Hospital Aides
f Overseas Medical Student electives.
Some years ago, the hospital was an affiliated teaching hospital of St John’s
Medical College, run under the auspices of the CBCI Society for Medical
Education, and also contributed to undergraduate medical education. This is
however a historic link and not considered during this review.
2. An overview of these six training programmes is given in the following table.
The overall common positive features are:
a) Relatively well planned course maintaining adequate academic standards and
good results
b) An overall preference for female candidates and at least in the training
programme for Nurses and hospital aides an attempt to select some
candidates from socially disadvantaged backgrounds and provision of extra
time, tutorial support and encouragement to maintain adequate standards and
levels of skill development in spite of disadvantage.
This policy which is meaningful needs to be evaluated and
reviewed with the participation of faculty and students from
disadvantaged backgrounds to enhance its effectivity and
relevance and sharpen its focus and impact Both students
from disadvantaged backgrounds and faculty who are expected
to provide additional support need extra time and opportunity.
Staff need encouragement and motivation to maintain focus in
spite of discouragement and sometimes negative experiences.
HEALTH HUMAN POWER DEVELOPMENT
St Martha’s Hospital’s Contribution
Sl.No
Course
Established
Levels / Duration
1.
Nursing
From
1960s
Three years
2.
Residencies, National From 1984
Board of Exams
3.
Radiographer’s
Training
1992(7)
Numbers - Features
per year
60 per year 1. PUC eligibility
(all female) 2. Selection - Merit 30; Sisters10; SC/ST -10; Kannadigas 10.
3. CH
Nursing
curriculum
component emphasised.
4. Small group study encouraged.
Problems/constraints /
challenges
- Mostlyfrom Kerala
60-70%
- High tech / private
sector and Middle
East
job
opportunities availed
by
most
SMH
Nurses
Medicine -3
Surgery-3
Obs. <& Gyn. - 2
Paediatrics -1
Ortho -1
(2 year course)
Ten
per 1. Accredited Teachers
year (male 2. Postings in NIMHANS, Vani
or female)
Vilas, Kidwai, Corporation
hospitals availed of.
3. Participation
in
clinical
meetings, CMEs, state level
and national level conferences
encouraged
4. Basic sciences at St. John’s
Medical College.
- Anaesthesialogy not
yet approved due to
insufficient number
of specialises
- NBE Accreditation
regularly renewed
- Teachers
attend
NBE symposium
- Good for hospital
since SHO post not
viable
with
integrated PGs.
Two years
- Accommodation
Up to 4 per 1. In-service on the job training
2. Staff from Radiology Department
problem
year
(female
preferred)
1992 (?)
4.
Laboratory
Technician Course
5.
Hospital
Courses
6.
Overseas
Medical From
1970s
Student Electives
Aides September
1990
and Kidwai
3. Standards / results good
- Mostly absorbed
private sector.
by
Regular and Bridge 3-4
per 1. Well planned -on the job trained - Accommodation
- 50% teaching time
problem
courses (CMAI)
year
2. Results
good;
standards - Mostly absorbed by
(mostly
private sector
maintained
female)
Mostly
from
3. Few dropouts only
Tamilnadu.
Accommodation
One year
12-15 per 1. SSLC background
problem
year
(all 2. In-service Hospital Training
3. Selection of ‘lost sheep’ tried - More hospital work
female)
less training due to in
(from broken homes)
4. Instruction one hour per day.
service responsibilities
5. One year training and one year - Need for more time for
training and more
internship.
humane policies to
enhance skill /attitudes
development
especially due to
background
Follow up inadequate
English medium constraint.
One month elective Approx. 6training
12 per year
1. Participate in ongoing clinical - Not evaluated
rounds and training. No special • No special emphasis
sessions
°“ fropical medicine or
2. Mostly
from
UK
and
community health.
Germany.
C.C? i'v' H --
qhsstionnaI'r.j for hs-d
o? DS?.aT?a?i's ^a.e£iffi.'^)
1.
How long have you been Head of the Department ?
2.
Do you conduct regular meetings of employees whom you supervise ?
Yes/lo
5.
Do you feel that there is good communication with management ?
Yes/No
-
-re you involved in selection of staff fcr your department ?
Yes/No
-re you involved in the annual budget process for your department?
Yes/No
-re you informed about the financial performance of your
Yes/No
5.
department ?
Do you regularly evaluate the performance of the employees you
Yes/No
.upervise ?
you know and understand the vision and mission of the Hospital?
?.
10.
D you communicate the vision and mission to your employees ?
your department have written policies and procedures ?
Yes/No
Yes/No
Yes/No
11.
Do you set goals each year fo.’ pour department ?
Yes/No
12.
Do you feel a part of planning and decision making in the
Yes/No
organization ?
13.
Do you orient new employees in your department ?
Yes/No
Do you provide any inservice on the job training for your
Yes/No
employees ?
Have you attended any seminar, program or course on management
Yes/No
training ?
Do you have written standards that guide the work of your
-
Yes/No
apartment ?
19.
-> you have enough qualified staff to do the required work ?
Yes/No
'.c all your employees have job description.
Yes/.:
v- u know the organization plan or structure of the Hospital ?
Yes/No
Did you have any problem with getting your record from the Medical Record
Department
- Yes
- No
If Yes, specify
20.
21. Please tell us your opinion of the following
- The hospital is meant mainly for
those who can pay
- The hospital serves the poor sections of the
population even if they cannot pay for services
- The hospital & its staff care for all patients
with love and care
- The religious sentiments of all patients are
respected
Yes/Somewhat/No
Yes/Somewhat/No
Yes/Somewhat/No
Yes/Somewhat/No
22.
Do you think the hospital charges are (tick any one)
- correct
- too high
- too low
23.
Name 3 things in the hospital you appreciate most
24.
Name 3 things in the hospital that need improvement most
25.
You must be aware that St. Martha’s Hospital tries not to refuse treatment to any
patient, no matter how poor. Can you suggest how the hospital can raise funds to
treat more poor patients
26.
Any other suggestions or comments
COM H - 69-- )~
Questionnaire for out-patients / casualty
1. Age
2.
Sex
4. Family Income
a)
b)
c)
d)
Less than Rs. 2,000/- P.M.
Rs. 2,000/- to Rs. 4,000/- P.M.
Rs. 4,000/- to Rs. 6,000/- P.M
Over Rs. 6,000/- P.M.
5. Your House
a) - Rented
- Owned
b) - No. of room
c) - roof
- Thatch
- Tile
- RCC
d) - Floor
- Earth
- Cement
- Mosaic tile
- Marble granite
6. Do you own
Cycle
TV set
7.
Religion
___________________
(specify)
8.
Education (tick any one)
9.
Through whom did you come to know of St. Martha’s (tick any one)
Family doctor
Friends
Relatives
Neighbours
Other _____________
(specify)
10.
Why did you come to St. Martha’s Hospital (tick any one)
- close to your home/office
- doctor recommended it
- friends/relatives recommended it
- mission hospital
- reputation of the doctors
- other
(specify)
3.
2 wheeler
Refrigerator
Occupation
Car
No formal education
Class VII or less
Class VIII to X
Pre degree
Degree
Post graduate / professional
Co nn
3
Questionnaire For Staff
Is there someone in the organization to whom you can communicate
your problems ?
1.
2. Do you feel that your complaints or grievances are heard ?
Yes / No
Yes / No
3.
Do you feel a part of thehealth care team ?
Yes / No
4.
Do you know what is the mission of the hospital ?
Yes / No
5.
Do you have promotional avenues open to you ?
Yes / No
6.
Did you undergo orientation when you joined the hospital ?
Yes / No
7.
Do you feel appreciated in your work ?
Yes / No
8.
Do you think the rules and policies are fair ?
Yes / No
9.
Have you read and understood the Employee Service Rules ?
Yes / No
10.
Do you have opportunity to suggest ways that your department’s
work or function could improve ?
Yes / No
If you have a personal or family problem, is there someone in the
hospital who can guide or help you ?
Yes / No
11.
12.
Is the area whe^e you work comfortable and safe ?
Yes / No
13.
Since joining work, have you received any training or new skills ?
Yes / No
14.
Do you have a job description ?
Yes / No
15.
Do you participate in any special events or extra curricular activities
in the hospital ?
Yes / No
Uca/c.
S.inc
A-.-vC
v/
. .
)-\ - (,9-. 9_
Questionnaire for out-patients / casualty
3.
Occupation
1. Age
2.
Sex
4. Family Income
a)
b)
c)
d)
Less than Rs. 2,000/- P.M.
Rs. 2,000/- to Rs. 4,000/- P.M.
Rs. 4,000/- to Rs 6,000/- P.M.
Over Rs. 6,000/- P.M
5. Your House
a) - Rented
- Owned
b) - No. of room
c) - roof
- Thatch
- Tile
- RCC
d) - Floor
- Earth
- Cement
- Mosaic tile
- Marble granite
6. Do you own
Cycle
TV set
2 wheeler
Refrigerator
Car
7. Religion
(specify)
8. Education (tick any one)
No formal education
Class VII or less
Class VIII to X
Pre degree
Degree
Post graduate / professional
9.
Through whom did you come to know of St. Martha’s (tick any one)
Family doctor
Friends
Relatives
Neighbours
Other
(specify)
10.
Why did you come to St. Martha’s Hospital (tick any one)
- close to your home/office
- doctor recommended it
- friends/relatives recommended it
- mission hospital
- reputation of the doctors
- other
(specify)
11.
Is this the first visit to St. Martha’s
- Yes
-No
12.
Which department did you visit today
(specify)
13.
Do you like to see only one particular doctor or any doctor (tick any one)
- One particular doctor
- Any doctor
14.
If particular doctor
a) If he/she is not available (tick any one)
- will you go back & return another day
- see another available doctor
b) If he/she leaves the hospital service (tick any one)
- will you continue coming to St. Martha’s Hospital
- change the hospital
15.
How long did you have to wait to see the doctor (tick any one)
- less than one hour
- one - two hours
- more than 2 hours
16.
Do you feel that the time you had to wait was acceptable ?
- Yes
- No
17.
What diagnostic tests did you have today (tick one or more)
- None
- Laboratory (blood, urine, stool, sputum)
- X-ray
-ECG
- Ultrasound
- Endoscopy
- Others
(specify)
18.
Give your impressions of the services you received
- the doctor who treated you was
knowledgeable and good
- the nursing care is caring and efficient
- the staff in general are courteous and helpful
- were you overall satisfied with the care given
Yes/Somewhat/No
Yes/Somewhat/No
Yes/Somewhat/No
Y es/Somewhat/No
Give your impressions of OPD / Casualty amenities
- general cleanliness is good
- toilets and water supply are satisfactory
- seats, fans and lights were adequate
Yes/Somewhat/No
Y es/Somewhat/No
Yes/Somewhat/No
19.
C.or-^1 y-l - G’?-- H
Questionnaire for Head of Departments (Ancillary)
1. How long have you been Head of the Department ?
2.
Do you conduct regular meetings of employees whom you supervise •? Yes / No
3. Do you feel that there is good communication with management ?
Yes / No
4. Are you involved in selection of staff for your department ?
Yes / No
5. Are you involved in the annual budget process for your department ?
Yes / No
6.
Are you informed about the financial performance of your department ? Yes / No
7. Do you regularly evaluate the performance of the employees you
supervise ?
Yes / No
8. Do you know and understand the vision and mission of the hospital ?
Yes / No
9. Do you communicate the vision and mission to your employees ?
Yes / No
10. Does your department have written policies and procedures ?
Yes / No
11. Do you set goals each year for your department ?
Yes / No
12. Do you feel a part of planning and decision making in the
organization?
Yes / No
13. Do you orient new employees in your department ?
Yes / No
14. Do you provide any inservice or on the job training for your
employees ?
Yes / No
15. Have you attended any seminar, program or course on
management training ?
Yes / No
16. Do you have written standards that guide the work of your
department ?
Yes / No
17. Do you have enough qualified staff to do the required work ?
Yes / No
18. Do all of your employees have job description ?
Yes / No
19. Do you know the organization plan or structure of the hospital 7
Yes / No
Questions For Patients
1.
Is the hospital clean ?
wards ?
OPD ?
Toilets ?
Yes / No
Yes / No
Yes I No
Yes / No
2. In the OPD, were staff available ?
b A-nA. ' .
Yes / No
3.
Was the time you waited in OPD acceptable ?
Yes / No
4.
Did you experience any problem with security ?
Yes / No
5.
Did you have any problem with your hospital record or
chart being lost ?
Yes / No
6.
If you took food from the hospital, was it tasty ?
Yes / No
7.
Was the food served at appropriate times ?
Yes / No
8.
Did the food appear appetizing ?
Yes I No
9.
In the wards, was your linen available in adequate supply ?
Yes / No
10.
Were the taps, lights, and fans working in yourward ?
Yes I No
11.
Did a chaplain visit^ou while you were in the hospital ?
Yes / No
12.
Did you feel that care given by the chaplains was appropriate ? Yes / No
13.
Were you aware that St. Martha's is a Christian hospital ?
Yes / No
G^
h
G
Questionnaire For Students
1
Do you know the vision and mission of the hospital ?
2, Do you feel a part of the hospital and its work ?
Yes / No
Yes / No
3
Do you have any opportunities for spiritual development ?
Yes / No
4
If you have a personal or family problem, is there someone to guide
you or counsel you ?
Yes / No
5
Is the hospital a place you would like to remain as an employee ?
Yes / No
6
During your training do faculty and staff stress care of the poor ?
Yes/No
Questionnaire for Doctors
Department:
Years of service in St. Martha’s Hospital :
Part A
Hospital goals
Given below are a list of objectives/goals for an institution like St. Martha’s Hospital.
We would like, you to indicate for each objective/goal, your impression on a) How
important the objective/goal should be and enter your answer under the first column
(“should be”) and b) How much the hospital is fulfilling it at present. Enter this
impression under the second column (“is”). For your answer choose a score ranging
from 1 to 5 as shown below.
Score
1
2
Not important at all
or
Not fulfilling it at all
3
4
5
Of great importance
or
Fulfilling it completely
(For first column)
(For second column)
Should be
1
The hospital should foster among all staff
respect for human life from conception to its
natural end
2.
Hospital should provide medical care to the
public irrespective of caste, creed and social
status.
3.
While providing high quality medical care the
hospital should ensure use of appropriate, low
cost yet effective care whenever possible
4.
The hospital should serve as a model of efficient
health care.
5.
The hospital should treat all patients with human
concern, compassion.
6
The hospital should emphasise especially the
health concerns of women and children
7.
The hospital should subsidise services for the
poor.
8.
The hospital should provide spiritual care to the
sick respecting the individuals religious beliefs
Is
Should be
9.
The hospital should serve as a training institution
where trainee doctors and nurses will learn to
deliver competent health care ethically and
compassionately
10.
The hospital should keep the national health
priorities in mind when planning its services.
11.
The hospital should foster a sense of moral and
ethical integrity among all its staff.
12 Any other goals you think the hospital should / is
pursuing
a)
b)
c)
13.
What major factors have helped the hospital realise its goals ?
14.
What major factors have hindered the hospital from realising its goals ?
Is
Part B
Hospital Functioning:
Given below are different aspects of the functioning of St. Martha’s Hospital. Please
indicate against each to what extent you agree or disagree that the hospital follows
these aspects For your answer choose a score ranging 1 to 5 as shown below and
enter it in the column (“Score”)
Score:
12
3
Completely Disagree
4
5
Completely Agree
Score
1
The hospital constantly tries to improve the
quality of health care
2.
The hospital innovates to find means of reducing
the cost of health care to make it more affordable
3.
The hospital is kept clean
4.
The hospital functioning is such as to be efficient;
and reduce waste.
5.
The hospital functioning is such as to provide
prompt attention to patients.
6.
The hospital motivates all its staff to work in a
caring and compassionate manner.
7.
The hospital involves each department
preparing the departments budget
8.
The hospital is concerned about ways to generate
additional income
9.
The hospital charges are reasonable compared to
charges by other similar hospitals in the city
10.
The hospital has reasonable rules and regulations
If you score 1 or 2, specify unreasonable rules
in
Score
11.
The hospital is ready to accept innovations and
new and better ways to do things
12.
Relationship among
conducive to work
13.
The hospital shows concern for the staff and
workers
14.
Any suggestions to improve the functioning of
the hospital
a)
b)
c)
staff
is
friendly
___
and
PartC
QUESTIONNAIRE FOR ALL STAFF
For each item please circle Yes or No
Is there someone in the organization to whom you can communicate
your problems ?
Yes/No
2.
Do you feel that your complaints or grievances are heard ?
. Yes / No
3.
Do you feel a part of the health care team 9
Yes / No
4.
Do you know what is the mission of the hospital ?
Yes/No
5.
Do you have promotional avenues open to you ?
Yes/No
6.
Did you undergo orientation when you joined the hospital ?
Yes / No
7
Do you feel appreciated in your work ?
Yes/No
8
Do you think the rules and policies are fair ?
Yes / No
1
9. Have you read and understood and Employee Service Rules ?
Yes / No
10 Do you have opportunity to suggest ways that your department’s
work or function could improve ?
Yes/No
If you have a personal or family problem, is there someone in the
hospital who can guide or help you ?
Yes / No
12.
Is the area where you work comfortable and safe ?
Yes I No
13.
Since joining work, have you received any training or new skills ?
Yes I No
14.
Do you have a job description ?
Yes / No
15.
Do you participate in any special events or extra curricular activities
in the hospital ?
Yes/No
11.
Con-A h 6?-. §
Questionnaire for Staff (Ancillary Department)
Is there someone in the organization to whom you can communicate
your problems ?
Yes / No
2.
Do you feel that your complaints or grievances are heard ?
Yes / No
3.
Do you feel a part of the health care team ?
Yes / No
4.
Do you know what is the mission of the hospital ?
Yes / No
1.
Ctt-.pC-'SL
5.
Do you have promotional avenues open to you ?
Yes / No
6.
Did you undergo orientation when you joined the hospital ?
Yes / No
7.
Do you feel appreciated in your work ?
Yes / No
8.
Do you think the rules and policies are fair ?
Yes / No
9.
Have you read and understood the Employee Service Rules ?
Yes / No
10.
Do you have opportunity to suggest ways that your department's
work or function could improve ?
Yes / No
If you have a personal or family problem, is there someone in the
hospital who can guide or help you ?
Yes / No
11.
12.
Is the area whej;e you work comfortable and safe ?
Yes / No
13.
Since joining work, have you received any training or new skills ?
Yes / No
14.
Do you have a job description ?
Yes / No
15.
Do you participate in any special events or extra curricular activities
in the hospital ?
Yes / No
MISSION, PHILOSOPHY, OBJECTIVES AND STRATEGIES OF ST. MARTHA'S HOSPITAL
INTRODUCTION:
St. Martha's Hospital, run by the Sisters of the Good Shepherd, is a
Catholic, voluntary and charitable institution.
Its objectives are to
serve the sick and suffering, especially young girls and women and to
restore them to complete physical, mental and spiritual health.
The
Sisters of the Good Shepherd have been striving unceasingly in their chosen
mission of Mercy and Reconciliation which involves, in particular, helping
young girls and women in distress to become self-supporting and to regain their
self-respect.
Historical Back-ground:
St. Martha's Hospital was started in 1886 by the Congregation of Sisters
of the Good Shepherd.
This Congregation was founded in Angers, France,
in 1835, by a French Nun Sr. Mary Euphrasia Pelletier mainly to deal with
the moral and social problems thrown up by the French Revolution, such as
large numbers of homeless children, marginalised women, and young girls.
She gave the Congregation the name of the Sisters of the Good Shepherd,
inspired by the Biblical parable of the Good Shepherd, who left the 99
sheep of his fold to seek and find the one sheep that was lost.
A woman
of great vision and strength off will, she was also a highly compassionate
and resourceful innovator who found ways and means to help the helpless,
driven by a deep religious faith and a dynamic understanding of fellow
human beings.
In particular, she fostered special programmes, characterised
by deep love, understandings and kindness, that were directed to the relief
and rehabilitation of suffering women and girls.
Bishop Charbonneaux MEP invited the Sisters of the Good Shepherd to India
to extend their services to women, young girls, and children who were
outcasts or socially marginalised.
In response to his request, Sr. Mary
Euphrasia sent five of her Sisters to Bangalore in 1854 with the mission
of uplifting deprived women, young girls and children.
The experience of these Sisters in reaching out to the sick and suffering
in Bangalore during a severe famine in 1876=1877,. and the outbreaks of
epidemics of cholera and plague that followed, led to the idea of starting
a hospital; and, in 1886, this idea became a reality when Sr. Mary Visitation
Leusch built St. Martha's Hospital with 80 beds on land gifted for the
purpose by the Maharaja of Mysore.
The far-sighted Sr. Mary Visitation
guided the Hospital through its early years until her prematured death
in 1893.
In Sr. Mary Hyacinth Gonnet (1894-1920) she had a worthy successor
who ably administered and developed the hospital over the next quarter
century.
2/-
2
In 1953 the School of Nursing was started.
Catholic Bishops Conference of India.
hospital of St. John's Medical College.
In 1963, at the behest of the
St. Martha's became the teaching
During the next 20 years, St. Martha's
grew into a 600-bed hospital with a large surgical department a full-fledged
department of Obstetrics and Gynaecology and considerable clinical and
para-clinical facilities.
An outreach programme at Uttarahalli for students
of the School of Nursing was set up and programmes for medical and para
medical training were started in the hospital.
Sven after its association with St. John's Medical College ceased in 1983,
St. Martha's has successfully maintained the enlarged facilities created
during that association.
It completed its Centenary in 1986 and remains not
only the second oldest but also a leading hospital of Bangalore, beloved of
the common people of the city and the surrounding areas for its good medical
and surgical facilities, the high standard of its nursing care, its ethical
soundness and its non-profit character.
Vision:
We, the Sisters of the Good Shepherd have been inspired by the merciful
life of our Lord Jesus, to bring reconciliation and healing to this broken
world, to strive to create an environment of compassionate care arising from
profound love, for all persons in need, of wholeness and healing but more
especially, women, young girls and children.
Mission:
Our Mission as Good Shephei'd Sisters in India is by prayer and sacrifice to
bring reconciliation through our own experience of the merciful love of Jesus
the Good Shepherd to all, expecially to girls, and women who are poor and
exploited by means of qualitative social, educational and Health Ministries.
We Believe that:
1.
Every person is created in the image and likeness of God and is a
unique person with intrinsic value.
As our Mother Foundress St. Mary
Euphrasia has said: "One person is of greater worth than the whole world".
2.
Life should be respected and every child has a right to be bom and to be
bom to live happily.
3.
We should imbibe the spirit of Jesus the Good Shepherd and show forth His
compassionate love to all those in need of health service and particularly
to women, young girls and the children, and to the poor, the lonely and
the lost.
3/-
3
4.
Self-sacrifice and deep spiritual motivation substantially help in
the alleviation of human suffering.
5.
A soirit of joyful service, of kindness, justice and sensitivity to
the hones, aspirations, sorrows, anxieties and burdens of those we
serve should be the main ethos of our ministry.
6.
We should provide competent medical and nursing care in a spirit of
loving service to all, irrespective of caste, creed, race or gender.
7.
A spirit of dedication, commitment, co-operation and collaboration
should be the main activating and animating force in the organisation.
8.
Education and research are essential to enhance and improve the quality
of patient care.
9.
We should, at all times, respond in a practical, compassionate and
holistic way to the problems of society and to its needs for relief of
suffering from sickness and disease.
OBJECTIVES:
1.
To promote respect for the worth and dignity of all human life from
the moment of conception until death.
2.
To serve all the sick and ailing, especially young girls, women and
children, irrespective of caste, creed or race, giving them health care
of a high quality at a cost that the common people can afford.
5.
To develop a team spirit so that we can collaborate with other groups
who are engaged in the promotion of health by prevention or cure of
disease and by alleviating suffering from illness.
4.
To provide competent and comprehensive health care for the whole
person, the family and the community, with love and compassion as
taught by Jesus Christ, the Good Shepherd.
5.
To provide health care and service with honesty and integrity and
with due regard to the principles of medical and bio-ethics as applicable
to a Catholic hospital.
6.
To conduct educational/teaching programmes in various fields, such as
nursing, laboratoiy technology, radiography, rehabilitation, and post
graduate medical studies and others and, in so doing, to maintain a high
standard of competence in the deliveiy of health care.
7.
To provide alternative systems of health care both in the Hospital and
its Community Health work.
8.
To initiate, or participate in, such other activities as are conducive
to the improvement of the health of the people at large, and contribute
towards improvement of the quality of life, more particularly amongst
4/-
4
the weaker sections of society.
9.
To provide counselling and support to people in crisis.
10.
To make people respect life and become aware of the importance of
preserving an ecologically sound environment on our planet.
STRATEGY:
1.
We shall promote St. Martha's Hospital as a good health care
Institution in the city of Bangalore, aiming to be a people s
hospital" and serving the less affluent sections of the population
especially women, young girls and children.
2.
We shall selectively upgrade medical technology, keeping pace with
advancements in the field and, while so doing, shall lay particular
emphasis on services for women young girls and children.
3.
We shall develop and follow policies for the rational use of drugs
and therapeutics and rational methods of treatment and care.
4.
We shall always lay emphasis on giving service which is of high
quality and showing due sensitivity to the needs of patients.
The
maximun precautions shall be taken to protect the patients from acts
of culpable negligence, dereliction of duty and breach of medical ethics.
5.
We shall respect the religion of every one of our patients when we
take care of their spiritual needs (for Catholics by administering the
sacraments).
6.
We in the hospital shall, at all times, be courteous and considerate
to each other, to the patients, visitors and to all members of the public
who come into contact with us.
7.
We shall create a climate conducive to the pursuit of excellence.
We shall motivate all who are working in the hospital to give of their
best, to be dedicated and committed, using the means of prayer services,
retreats, talks, seminars and inservice programmes, aided by periodical
evaluations and appropriate use of the mass media.
8.
We shall follow, uphold, and promote the teachings of the Church.
We
shall oppose and prevent the practice of abortion as well as artificial
methods of Family Planning, explaining and encouraging Natural Family
Planning methods through audio-visuals, posters, street plays peace
walks etc.
5/-
5
9.
We shall endeavour through our training programmes, community
health care and outreach programmes (in rural and urban slums), our
various clinics, family counselling and welfare centres, as also
through holding of nutrition classes, to promote health care for all
while, at the same time, creating awareness of the conditions that
lead to disease.
10.
We shall lay strong emphasis on value education for patients, the
public, the staff and our students.
11.
We shall-be friend and be readily accessible to people suffering
from sickness and to those in crisis.
We shall help them by showing
compassion and through pastoral care.
12.
We shall strive to create an awareness of the evils of smoking, drinking,
addiction to drugs and of the importance of regular exercise and proper
nutrition for the maintanence of sound health, both of mind and body.
13.
We shall endeavour to create an awareness of the importance of a clean
and healthy environment and of living in harmony with nature.
********
H - $•>. I o
Dated: 21st November, 1986
NEW ORIENTATION FOR 3 T ■ MZvHTHj\ 13 IIP OBI JAL
(Based on the .choice of .Option 6 - "viva up
\_own_rsb.irt1''and|administr;’tion -partly and retain
serno of the'sisters; e^g© for special, services?.
1. Tin. presence of tin. Good Shepherd S inters at St ..Martha1 s
Hospital will continue in the- area and buildings identi
fied as their won (the identification will be finalized
m due tine).
2.
Their cuuivrchin -".nd administration of the Hospital will
be passed on to _A-Church Society (contacts are being
made.) To facilitate the transfer and provide the neces:
sary link with the Ancillary Services special to the
Good Shepherd Sisters, it is desirable that a few sisters
should remain on the Governing Body and perhaps in other
Ixcy pus.itions.
5. Their service in the Hospital as doctors, nurses and sup
portive personnel, inspired by their mission of reconcilia
tion, will be fixed from time to time only in certain areas
of work by common agreement between the Society and the
Sister Provincial.
4.
Their acostolato will new have an opp :rtunity to flourish.
both in the premises and cutside in activities more visibly
emprise Ln,-; she Spirit and Ch.-.’.rism ex the Good Shepherd"
5.
Their life with this add.-d dimension will be further en
riched, their dedication to the disadvantaged will ba more
vis able, and their witnessing more challenging.
(
’
6.
This Dc-velooment is the outcome of the action of the
Holy spirit on the discerners and in agreement with
"^He nigh priority given to Option 6 by the Sisters of
the Province, wno collectively valued it as their second
enc ic s. 1 z iz ■envisage'.. u : as a i—iinution, but as a
grpwen anc flowering of th? primary inspiration, mt ns
a set-back but as a privilege and challenge in th?'
History 01 the Good Shepherd Sisters at St. Martha'3.
/
i
/Nob
/v-, k <zp^ -n
°-y' z,
zz
j
ci
l i^e
Dated: 21st November, 1986
NEU ORIENTATION FOR ST.MARTHA*3 HOSPITAL
(Based on the choice of -Option 6 - "diva up
yowuorshi n/5ind[administrntion /partly and retain
seme cf tlicTsisters ; e«g® for specia.l services?.
1.
Th.. :?resc: tee of tin: Good Shepherd Sisters at St.Martha's
lies pit;.! will continue in the area and buildings identi
fied as their wen (the identification will be finalized
in due time).
2.
Their ownership and administration of the Hospital will
be passed on to A_Church Society (contacts are being
made.) To facilitate the transfer and provide the neces:
sary link with the Ancillary Services' special to the
Gccd Shepherd Sisters, it is desirable that a few sisters
should remain on the Governing Body and perhaps in other
key positions.
J.
Their service in the Hospital as doctors, nurses and sup
portive personnel, inspired by their mission of reconcilia
tion, will be fixed from time to time only in certain areas
of work by common agreement between the Society and the
Sister Provincial.
4. Their auostolato will now have an opportunity to flourish
both in the premises and cutside in activities more visibly
expressing the Spirit and Churism of the Good Shepherd.
5. Their lif with this added dimension ’will be further en
riched, their dedication to the disadvantaged will bo more
visible, and their witnessing more challenging.
6.
This Pc-v ale ament is the- outcome of the action of the
Holy Spirit on the discernsrs and in agreement with
the high priority given to Option 6 by the Sisters of
the Province, who collectively valued it as their second
choice. It is envisaged not as a diminution but as a
growth and flowering of the primary inspiration, not as
a set-back but as a privilege and challenge in the
history of the- Good Shepherd Sisters at St. Martha's.
t
Suaraary of’the pisocmmnt of st* Mwthfc’A Ho wA.taA_f£fi«..._
.h W Wfflflinra
of June 86.
Introduction?t As St. Martha’s Hospital was launching in to
ths centenaxyyear (1986 ): many queries were cosing up with regard
toitsfuture.dSome of the anxieties expressed,by,the?platers
'vwrkingnihothsihospital weft as/follows. opinions and s-vgg-:tlAr<-.
Other institutions *.'•<> o.’.*••»tir» ' -•! ■-•> ■•>->-•»
■■’■-•ctrd in or^er
tf.v» St.'Martha’A has grown to e large hospital-fromiits- ?i,.
cpti<huaJ91e^ginhlng‘and'with a small number of sisters
available, it is not possible to manage and administer
it iteansatisfaptory.manner*ho extended Prcvinci»l GrunHl
had a consultation wit’<
a’«»r,s
t.hn different
ca.-Thd5 sisters" are not equipped to manage sucha targfedon,on ^specialised healthcare institution.v.c>j £5.
F»**a Th® Sisters did not wish to stand in the way-of?)« ,n^r
V growth*1 and development of the hospital* situated,in the.
discAheart or tho city with doctors who may wish to, hayer-J,..*,,5
' of S Imre'facilities than the bisters can.afford
wa
providei-'ivihQ al .-■ coir.n.-n?i fhfwi'Wt through prayer. xof’.«•.•••.«
Sb^rir-A and cXerif *
en v-r'loyF v.t.-., r-rt-ininq '=••' thn options.
M, • Thus*-freed,* the sisters would be. able to utilise the,,.,; 4hsB?A
-’■•rJvijeeourcesi (particularly sisters themselves) for wrk
a
tsr.-vr which Would ’’express better ithe spirit and.chrism of, the h, V>. as Good ‘Shepherd*/' “* ~*ys. Ft-’ij.ov .’•• -g ti.x- .« o!!;".r op'.;<«•.• ’■•.■exe>
given 1 heir prior? tv? •••«
6. How would the hospital fall in line with the "Goal" and
"thrust" .of -the Province.
'*■
&<>
•’p.
y
Thadsslre of the young sisters seemed to work An a
non-instltutionalised set and to reach out to the
larger percentage of populations in the rural areas
and slums.' l'
In order to allay these anxieties, the sisters working
in.the hospital had asked to ^rjltlate a process of discernment - In
‘ addition the’ superior General wfie suggested the same. Thus the
Yr,prpyinclal {Council,initiated the process of discernment, under the
s. guidance of. Rev. ’Fr. Balaguer S J.' and wlth the help of the f ormer '
Provincial (Sr. Bertha), the Superiors of St. Martha’s and Manjula
OriNiloy«rgojRwl.t|os!(Sr. Ge-^l
Jwslto^.
Cf
c f.t/«??*■’: st. V-4' * " •«
f * b ? ’ <>
. r1 *
.« 1-.. .*
^preparatory Stage « This was divided into three phases ! 1 St Phase began during the 1st week of November 1965 and was;
■ oompletedby April 1986. During this phase the whole consunity
of St. Martha’s together with the Provincial council studied
wlthe various possibilities for the btuxeof the hospital. 'iThe .
r'“ results' of this' study was circulated to .the whole Province.,Th»
’■ six Options with pros and cons are been enclosed herewith.
C'-n-'s -.. tirtns re- ,.
, . >v. u,» >•> • .. .. ., t7t_.
hrH Phase During the 2nd phase each sister in the Province .
th was asked- to-read the six options with Proa and Cons, prayer-, tj
wc fully and carefully before God. After the individual study .
1‘ - and reflections on these papers, each oonounity considered
th together'the points, discussed and clarified them with theasslstance
of one of the members from the extended Provincial Council. After
- 3 -
1.
Legal implications of such a transfer.
2.
Financial implications of such a transfer.
3.
Management implications of such a transfer.
4.
Transfer modalities.
5.
Repurcussion of C.B.C.I. taking over another large
establishment
6.
Other relevant details that may be necessary.
(Refer enclosure)
This working paper was to be taken up at the Gov. Board meeting
of th® C.B.C.I. Society for Medical Education.
After soma more correspondence and meetings with the C.B.C.I.
Society for.M.E., to consider the feasibility of transfer of part
of St. Martha^s Hospital and administration, three representatives from the
C.B.C.I. (Bishop Ambrose of Bellary, Bishop Alan Delastlc of Lucknow,
Bishop Patrick D'Souza of Varnasi) met the Provt Council on the 12th
December 1987. The bishops expressed their doubts about the C.B.C.I.
taking over part of St. Martha's Hospital due to various reasons.
They suggested that the Archbishop of Bangalore be contacted to see
the feasibility of the C.B.C— Karnataka taking over St. Martha's
Hospital.
On the 14th December 1917, the Archbishop was met by the Provincial
and one of the councillors to discuss the new proposal. The
Archbishop did not think this was feasible either. However, the
Archbishop expressed his keen interest in St. Martha's and assured
the sisters of all the possible help in overcoming the problems. A
draft on the new structure of St. Martha's Society which was
drawn up by Fr. Balaguer was explained to the bishop.
As a follow up, another meeting was held on 21st Feb 88 between
the Provincial Council, Superior, St. Martha's Hodpital, the
Archbishop of Bangalore and his V.G, Mgr. Ignatius Pinto.
During this meeting, the Archbishop mirrored back to the group
the procedures so far; the discernment) leading to the choice of
options viz., requests made to C.B.C.I. Society and other
religious congregation, plans made for a new society that would
include more lay persons and finally the request was made to the
Archbishop to help with the future planning and management of
the hospital. The bishop wanted to be assured that the request
from the sisters for help still held good and that no other changes
were made in the planning. He shared with the group that he
could only visualise other congregations getting Involved in the
management of the hospital as equal partakers. The Governing Board
would consist of the Archbishop or his VG as Chairman end other
Congregations as members on whom the responsibility for the
management of the hospital would rest. He said that he had already
contacted the Marla Bambino Sisters, Daughters of St. Camllus,
St. Joseph's of Lyons and Sisters of John the Baptist.
4
WORKING DRAFT of proposed h-uiding over of
sT.liartha1s Hospital to another Church Society.
This offer is made specifically to the CBCI
Spc i}jtSiXoii JlwAi.cni_. Education.
This working Paper has been prepared jointly by the
Management of St. Martha's Hospital and the Adminis
tration of Jt. John's Medical College & Hospital.
I.
LEGAL IMPLICATIONS 0? SUCH A TlclNhFLR: The land in possession
of St. Martha's Hospital
was granted initially in 1884 - further 2 acres in 1885 making
a tot^’l of 18 acres and 30 guntas, as per proceedings.of the
Government of His Highness, the Maharaja of Mysore, and sanc
tion to construct a compound wall was given on January, 5,
1910. A portion of the land along Kempegowda Road, was
acquired by the Municipality and compensation paid to
St. Martha's Hospital. The exact extent of the land and
buildings now possessed by St. Martha's is indicated in
plan, hereto annexed.
The "Lady Superior" of St. Martha's
Hospital has been in possession and enjoyment of the said
property which is surrounded by the compound wall and con
structions erected from time to time. The Khata of the pro
perty stands in the name of St. Martha's Hospital in the
Municipal Registers.
St. Martha's Hospital is registered under the Karnataka
Society's Registration Act. It is proposed that the trans
fer may be effected in either of the two following ways:
a)
St. Martha's Socisty merges,into CBCI Society for
Medical Education and ceases to exist as St<j Martha's
Society and the Good Shepherd Congregation leases the
property to the CBCI Society for Medical Education for
a period of 99 years, with the name of St. Martha's
Hospital remaining the same.
b)
St. Martha's Society continues to exist as such, invites
the members of the CBCI Society to be members of .
St. Martha's Society
?ter which the members of St. Martha's
Society as it exists before, resign and the Good Shepherd
Congregation leases the property to ST. Martha's Society
as it exists as a new JBody for a period of 99 years.
While handing over in an as-is-where-is condition,
the entire hospital complex, that is:
1. Medical and Surgical Blocks;
2.. O.P.D. and O.T,. Blocks;
3. Maternity blocc consisting of General and
special wards, sick nursery premature unit,
Shanti ward, Jyothi ward;
4. Children's creche;
5. Central Building;
6. St. Joseph's Quarters & St. .Edith's Quarters;
7. Prema Bhavan, Laundry, Canteen;
8. Prosthetic & Orthotic Centre and Physiotherapy;
9. Block containing the dental dep-c. speech therapy, etc.
10. Nursing School & Hostel as indicated in the annexed. plan;
11. Community Building & Chapel,
She Good Shepherd Sisters will retain the following:
1
The Sisters of the Congregation of the Good Shepherd
have been considering various options regarding the future set-up
of St. Martha's Hospital. They have now opted for "Give up ownership and
administration partly and retain some of the Sisters, eg., for special
services".
2.
From the explanation given, the idea appears to be to divide
the hospital geographically and functionally into two parts: the
major part of the hospital will then be handed over to a church (churchrelated?) Society, retaining a small part, which will be utilised for
(i) Centre for family welfare,
—;l ll-v,
(ii) Follow-up of drug addicts, suicidals, alcoholics, etc.,
(iii) Counselling centre for those requiring it after
he
discharge from the hospital and
' ■
(iv) any other service which the Good Shepherd Sisters
see as part of the specifie healing ministry,
_j
particular to them.
3.
During informal discussions, it was stated that
With the small number of Sisters available, it is not
possible to own, manage and administer the large
hospital complex;
(ii) The Sisters of the Good Shepherd Congregation are not
ec.uioped to manage such a large, specialised health-care
institution;
(iii) The Sisters of the Good Shepherd Congregation do not
wish to stand in the way of growth and development of
the hospital, situated as it is in the heart of the
City, with doctors who may wish to have more sophisticated
facilities than what the sisters wish to or can afford
to provide;
(i)
(iv; The Sisters con utilise the resources thus feed (par icularly,
the sisters themselves) for work which would ’'express better
the spirit and charism of the Good Shepherd".
Some problems:
4.
(i)
It has been stated "It is desirable that a few sisters
should remain on ’he Governing Body and perhaps in other key
positions". It is not clear as to what "a few" means.
If the objectives of the Society taking over are not
similar, conflict situations are likely to arise. With
the long-association of the Good Shepherd Sisters with
St. Martha's Hospital, and their continuing-on the Governing
Body ana managing part of the "hospital", though for
specialised services, the public will continue to associate
the decisions of the new Society with that of the Good
Shepherd Congregation. Those decisions may not reflect the
objectives and policies of the Good Shepherd Congregation,
who may have to look on helplessly or dissassociate
themselves completely from the new Society.
(ii)
The areas being taken up by the Sisters, as envisaged,
will, need constantly the services of the hospital. A
dependence situation arises and the sisters may have to make
the best of a oad situation, because the priorities of
the new Society may be different. Sven where there is
written agreement, the actual working may prove to be
difficult.
2
(ii) Have enough ■ members (but not majority) to influence
all decisions (30-40,5). Even though the rest'of the
members have a majority, aSsnont all decisions will go the
way the si. tern want since other members do not being
to me homogeneous group but their voice will be important,
they will also have a great sense of responsibility.
(iii)
8.
The Good Shepherd Sisters can .ha e their presence iii
the Governing Body, malting the members of the Society
aware of the needs and influencing them to some extent,
by having a minority membership (lO-.'iQv) in the Goyjrnirlg Body.
By having a block membership, the Sisters can bring in
considerable influence on the decisions but the decision
malting will not be in their hands.
The best alternative, under the pro ent circumstances, would
appear to be 7(1) This is suggested in view of
(1 )
the option,
(ii) the need to have roots in the local church (congregation), and
(iii) the events (recent) taking place around us.
It is worthwhile to take note of what Dr. George Joseph, Executive
Director, Council of ildaling Ministry, Church of South India has to say:
WOne of ten hears fears and doubts expressed about the future of the
Church-related health-care work in the country. Though disconcerting
this to a large extent, seems to be justifiable. The Church loaders often
express shock and surprise when it is reve led that more turn 60,5 of the
mission hospitals have been closed down in the post-independence ere jn
the country.. Scores of our institutions 'ire languishing and it is only
logical to presume that several of these may cease to function in the
not-so-distant future, unless appropriate remedial measures one
instituted". The same may happen t? us. He have the example of the C.S.I.
Hospital in Bangalore, where internal quarrels reduced havoc. IL is
imperative to have a governance which will, ensure not only continuance but
growth and development along the linos which the Good Sherpherd Sir.Le s
like to have, seeing the Ministry of Healing as a vital pert of the Ministry
of the Church.
Suggested structure : General Body
1-11 : Good Shepherd Sisters working in he hospital.
12-18 :
"
"
11 from the Provincial.ate (other than in the Hospital).
19
: Vicar-general of thd Archdiocese
20
: Parish Priest
21-22 : Presidents, St. Luke's Guild and Catholic Association of Bangalore
23
:
Executive Director, CHAI
24-26 : Three Catholics of good standing from Bangalore & around
(elected for 3 years)
27-30 : The Director, Medical. Superintendent, Nursing Superintondent
and Principal, School of Nursing
9.
The above distribution ensures 60$ mombershi; by the Good
Sheph rd Sisters, thereby giving complete control and 40,5 membership
by others, bringing fresh View points and sharing of responsibilities;.
It would also ensure an equal representation flnxerrixiigxSErHyx for t.ho: e
working in 'the hospital and those outside the hospital.
Governing Body: 1-6: Good Sher herd Si-Lers
7-10 elected by the general body from among be members
other than thd Good Shepherd Sisters.
This pnoposal wool' require only a minimal change of the memorandum >f
association and the rul
and regal- Lions of the society.
OPTION 1
KEETli.'J TiiE HOSPITAL - GIVING IT A NEW OlLLENTAl'lUi'l ACColtplNG TO PROVINCE TlifiUST
j g
It E A S U N S
1.
The hospital provides scope for Christian service of healing, not Obey to the
individual, but also families. A Catholic Hospital is needed and can ba very
releiant today.
2. It could be given a new direction by developing a community health department
where we could educate people coining to the hospital to prevention of, disease
and wliolistic health.
?. Through outreach programmes we could cater to those who cannot visit our hospital
4.
We could emphasise on low cost drugs wliich would mean lesser financial burden,for
patients and safer treatment. There can be a progressive increase in the number
of persons given free and concess’’~nal care as also the quantum of assistance to
.the poor and needy. We could spec^c-ize in services more in line with charism
and -roVince thurst.
.
I
5.
The training programmes which are conducted here could be re-oriented and .
diversified more so as to give better expression to our charism and keep in line
with provinco thrust.
6.
A variety of Good Shepherd works whion expresses our charism can.continue, .T'he
sisters have an opportunity for working with all types of people. .The experience
thus gained is an enrichment for the province. There is also scope for personal
development, elderly sisters ’.an find a meaningful apostolato; and the sisters
often feel privileged to experience their role as co-redomptorists in facili
tating reconciliation etc.
REASONS
1.
A G A 1 N S T
Since we are nut a medical congregation there is:-
a)
Insufficient training of sisters for advanced medical care, community
health cure; administration.
b) Lack of interchange of sisters in thu province.
c) Therefore lack of replacements.
2.
The sisters often find themselves in coniu-ict between giving the latest and the
best treatment to patients who can alhord to pay, and our efforts to keep out
service simple,
3.
The special contribution of the Good Shepherd bisters and our identity is not so
obvious owing to:-
the size, of the institution, and the luck of focus on the charism,• overwork and
the present administration set-up which sometimes prevents us from having time
and showing concern as well as compassionate lovo.
, OPTION
11
'
GIViNd UP EVERYTHING COi'llLEl’isLI ( OWNERSHIP AND USE OF Tibi LAND AND BUIlDIiIuS,
AIMINJSi lATJUN AND SERVICES ) AND WITHDRAWING All, TilE SJS'MtS.
ii E a S U J 3
F. 0 R
1,
The -iministration and running of a hospital of this capacity and size is a Tre
mendous task and requires many qualified sisters,
2.
The hospital has grown so big that it is nut possible l‘or us to be seen as
helping the poor.
3.
Our work ".nd medical advancement in the hsopil.il. creates a conflict in keeping
with tla. go'll and thrust of the province.
Without the hospital the sisters would be free to give religious witness in
more needy areas
>. Sisters would bo free to take up more relevant w lys ef expressing thu oharism and
take up works wnich give a more definite w expression of it.
OFIJlON II
RE AS U ll S
A G A 1 11
.J
Jo giving up St. Martha's Hospital tho province and tho congregation will lono a rlch\
and regarding, field of apo stole to whore much is being done and cun be cono in line
'
with our charism and province thrust.
Tho various opportunities porvided in the hospital to exorcise our charism aro as
detailed . below: 1.
Training young girls and women for nursing, para-medical and other- sciences^
including domestic work according to our philosophy of compassionate love, mercy
and preferential option for tho poor. They in turn help thoir families.
2 4 Giving preference to students o from disadvantaged socio-economic background foxnurses' training.
’
’
.
■
|
'
Reaching out to young women and girls in distress is possible and various types pf
holp can ba given to them. Much crisis intervention is done -■though not in an
. .organised way.
3.
4.
The poor and rich are nursed-with dare and kindness without dis tijaotion. Special
concern is shown to th® poor who are given free or concessional treatment as the
need arises.
5.
Reconciliation of.patients, families and staff is a constant concern of the sisters,
1
'
ut
Training for religious sisters of ocher congregations wliich is a great contribute.,..
to the work of the church cxpecially in the villages.
6.
7.
The ethical and Christian values practised hero axe precious and. should be safeguarded.
.
•
1
8.
Many of the services now offered to the province will be lost.
9.
10.
j
It is difficult to find an organisation that wi n takeover the hospital and run
.it in a Christian spirit.
,
The option would cause insecurity and fear among sisters.
OPTION
III
GIVING UP OWNERSHIP Al-® ADMINISTRATION COMlhEIELY AND RETAINING THE SERVICES OF
THE SISTERS llbbl
REASONS
.'FOR
1 . We will be doing on injustice .to the people of the city if we continue to hold
on to tire ownership and administril ' -n of the hospital when it has grown beyond
our ability to keep it relevant to today's health needs.
,
2.
Giving up ownership and administration will free the sisters from tho. responsi
bility and tension of a complex situatibii.
,
3.
The new owners may do a better.job by making maximum use of tho place and assets
and so provide better facilities modern up-to-date equipment and techniques.
4.
'They can go idioad with spuai;lisa Lions according to today's
trends, appoint
personnel for management in medical, nursing and other departments. They will ba
better able to handle the labour problems and complexities of a' modern hospital.
5.
The sisters can ( presuming po ’mission from new ownership ) carry out uur special
services to the poor, to women, and girls and continue our special care of the
poor patients.
o. Without tiie burden of Administration and management tho sisters can concentrate
on being caring, oomp.'.ssionaL > end fpuaiderato religion.-:; thoir isorvico will, be
seen as a sign of real self-dedication.
7.
Our presence, will help to ensure continuity of the iiorilL tone of the hospiial
and the practice of medical ethics.
REASONS
1.
G a 1 ,l d T
Tho new administration may not bo favourable to our mission and philosophy. It
may prevent us from expressing our charism by not giving us opportunities and
facilities.
2. Once we give up ownership and administration we may be losing precious opportuni
ties to deal with many marginalised people e.g. poor, drug^addicts, alcoholics,
suicidnls etc!
'
i
3. It may not be possible to help our own sisters and girls or give fice or concest tonal care as we do now.
4. Since service is usually linked with administration which curried out the goals
and objectives, to carry oh the service without cither ownership or administration
may not b solve the problems wo face now.
5. Wo i.. y still be soon ns owners of the hospital, in that may we shall be a
counter witness.
OPIIUN IV
RETAIN OWNERSHIP AND GIVE UP ADMINISTRATION AND SERVICE OF SISTERS FUL^Y .
R E A o 0 N S
1.
:
F.O H
The sisters would be free to work in other Good Shepherd apostolutas in the
province, or to start new communities in the province relevant to the needs of
today.
.
. ;
•
[
|
2.
Keeping ownership would give us a source of income which could bo used for
extrn-inurnl activities more in keeping with the Good Shepherd charism and
today's thrust
,
• •• 1
|
I
1
' 1
■
3. Since we remain owners, the administration could be given up for a certain ■
number of years after which the matter could be reconsidered.
1. 1 .! ■
'
REASONS AGAINST
.
We migh£ lose a vast area of fruitful apostolate where reconciliation can be
done. The special charactor of tho Good Shepherd care given to patients might
be lost.
2.
It might bo a counter-witness to retain the ownership, if wo give up tho
sergice and administration, as wo might appear to bo coinmorcially minded*-
3.
As owners tho liabilities of buildings and land might still bo on us.
4.
There might be discrimination; corruption might croup in icid wo might lose
the opportunity to impart Gospel values.
OPTION
V
GIVING UP OWNERSHIP AND aDMINISTiIATIuN PariTl.Y (.KEEPING FOR INSTANCE AT
LEAST FOR SOMETIME ONE OR MORE SISTERS IN THE EXECUTIVE aS A INSPIRATION
AND
IF POSSIBLE ~CONTROL)
AND RETAINING
THE SERVICES
OF THE SISTERS
FULLY;
•x
—
“ T — ~
— — _ — _ —
— —— — —.
— — — I— — • —
REASONS
F 0 R
|
'
1. Good Shophurd a inters hnvo a special -.Impact becuuso of their personal I approach
to people a:; persons. While thio could continue, the burden of adiiiinis trillion
would be lessoned.
i
■
;
2.
Our very presence lias a witness value and we can impart the charism to those
with whim wo w>rk.
1
3.
As co-owners and/or co-administrators we have some voice in policy-making.
This will enable us to continue tho good work that has already boon dqnd
over the past 100 yours.
4.
We wiji h..ye loss property mil so our responsibility will be decreased with
fewer tensions.
5.
There may bo better control and supervision over usage and wastage of material,
li, EASORIj AGAINST
OPTION V
1.
Sisters in administration may often be in a conflicting situation between the
new cd-owners and/or co-administrators and the sisters in service nay foci
frustrated if the standard is falling and if the co-owners niid/or co-adminis
trators have no interest in the Good Shepherd Charism.
: '
2.
Wo may have less say in things, so wo may nut bo abio to maintain a Christian
atmosphere er have spiritual, moral orothical standards. ,,
p
i
-
.3. As co- wnors wo imiy still incur the odium of doing bus Inins, and rts co-adminis
trators we might bo blamod for the failures in administration of our partners,
n.B.
That the land is always in all cases to be used as given is taken for granted.
0 P T I 0 II
Vi ■
GIVING UP OWNERSHIP AND ADMlNlSTxuil'lON f-AftTLY ( aS IN 1IJ. 5) RETAINING
^SSME OF_THE SISTERS FOE SPECIALSERVICES flR aS AN iNSPld ATION liND EXAMPLE _
’•
F U K
REASONS
1.
Possibility to develop services in the spirit of the Good Shopherd charism,
answering the' urgent needs of the city and the cull of tho church/today.
2.
Being established in the heart of the city where there is a concentration of
social evils is an added advantage.
■ i
1
*!'
3.
The possibility of using hospital facilities as and when nooded.Qy the sisters
for particular Good Shepherd services o.g. unwod mothers, suicidals, drug'
addicts etc.
•
'
,
'
!
'
Part ownership will peremit tho sisters to have their maidunob and facilitates
them to carry out the special services,
5. The sisters may continue to have a voice in policy making ensuring Christian
principles and compassionate caro.
'
1
I:
R EASONS
j
i:
1
If
AG A 1 N S T
Ji
'
h
:
i
‘
i
L. Uncertain!ties regarding
- competence of sisters for special services
j
- co.-.uinuation of valued based goals and policies of the hospital'
with which the sisters would be associating.
2. Shortage of qualified sisters as well as the difficulty of preparing them in
a short period.
Corvi H- GT. I \
A FRAMEWORK FOR THE ESTABLISHMENT / MAINTENANCE
OF A COMMUNITY HEALTH DEPARTMENT AT
ST. MARTHA'S HOSPITAL-BANGALORE.
REPORT
OF A COMMITTEE OF EXPERTS
Dr. George Joseph (CSI Ministry of Healing, Madras);
Dr. Dara S. Amar, (Professor & Head, Department of Community
Health, St. John's Medical College, Bangalore);
Dr. Ravi Narayan, (Coordinator, Society for Community Health
Awareness, Research and Action, Bangalore);
Sr. H. Lalitha,(Professor, Community Health Nursing, St. John's
College of Nursing, Bangalore);
Mr. R.M. Christopher,(Social Scientist, Department of Community
Health, St. John's Medical College, Bangalore).
AUGUST
1992
REPORT
After studying all the relevant papers and reports, visiting the
urban and rural field practice areas and discussing with various
staff members involved in the rural and urban extension of the
hospital and Nursing School (refer Appendix A-F) the Committee
recommends:
1.
A reoriented/integrated Community Health Department at
St.Martha's Hospital should evolve by a phased merger of
all the existing activities of extension, outreach and training
which the hospital is undertaking outside and beyond the
institution already - more especially the rural work at
Uttarahalli and the urban slum work through community health
project.
2.
The department should be a response to the post centenary
mandate of outreach and field training and supported by a
policy commitment at all levels.
3.
The department should cater to two functions immediately -
service and training, and research must be an important and
added component ultimately.
In the initial phase research
may be seen as a sub-unit/focus under training component.
4.
The department will also have two outreach focus/components -
Rural and Urban.
5.
The rural component should function with Uttarahalli as base.
The committee feels that Uttarahalli has become too urbanised
and therefore other villages situated more peripherially, needs
to be selected for student field work.
Already we hear that
St.Martha's administration have ear-marked six villages (out of
16 villages in the drainage area) for the rural health practice
for nursing students.
Further, we understand that a base-line
2
2.
evaluation survey of the socio-economic and health situation in
these villages have been carried out by the nursing college.
For the Urban field practice areas. Koramangala Slum seems to
be ideally suited.
The committee suggests that some adjacent
slum blocks be included in addition to the existing block, where
the service is being rendered, currently.
Subsequently it has
also been found that Koramangala slum comes under the jurisdiction
of the World Bank Aided IPP-VIII slum improvement scheme.
This
envisages setting-up of MCH care service Including permanent
centres.
Therefore, this development will be supportive of the
training programme in the future, and will provide an added
advantage and opportunity of working in collaboration with
government agencies.
6.
Focussed well defined, geographical areas in both rural and
urban situation must be adopted for comprehensive primary health
care/community health service in close coordination with
government services.
While the departments services will be
complimentary to government efforts, the degree of this
complimentarity and the investments in 'alternative services
provision' will depend on the area/population covered and the
extent of available services and overlap.
7.
As a general principle alternative services may have to be
provided more in the rural situation while in the urban situation
there may be need for greater educational, organisational,
facilitation of linkages role.
A certain degree of flexibility
is necessary.
8.
The services should be comprehensive primary health care and
include in both situations.
a)
Curative Services for minor ailments
b)
Maternal health services
c)
Domiciliary Deliveries
d)
Pre school care (Anganwadis)
e) Under .5 care
f)
Health Education
3
3«
9.
g)
School health programme including Child to Child,
Child to Mother, Mother to Mother and Child to Community.
h)
Nutrition Education
i)
Family Welfare including NFP
j)
Immunization
k)
Mental Health
1)
Environmental health
m)
Health information system
n)
Training programme for traditional birth attendants
village level volunteers and mothers, etc.
Since a large number of nurses, nursing students and women workers
are likely to be participants of the programmes during service
and training situations the overall focus of the Community Health
Departments thrust should be towards generating and promoting a
Women's Movement in which MCH, Family Welfare, etc., form an
important component.
Women's development must therefore be an
important wider focus of the initiative and would include
formation of Mahila Mandals,
promoting home economics activities,
setting up tailoring and other income generating activities and
awareness building on social issues.
10.
In Uttarahalli because of the neighbouring mills and snail scale
industries and in the urban slums because of home based industries
and the phenomenon of working women-labourers, domestics and
factory workers an occupational health component to the services
can also be developed as the departmental programme evolve.
11.
Staffing of the Department
a)
The Community Health Department should be coordinated by a
Head of Department who should be an experienced Community
Health professional.
He/She may be a doctor or nurse with
substantial public health experience as well as postgraduate
qualification in Community Medicine/PSM/tublic Health.
This
person must be similar to Head of Department of any other
clinical department in the hospital in terms of status and
function.
The coordinator should have a teaching appointment
in the School of Nursing.
..4
4.
b)
The coordinator should be supported by two Sister tutors who
supervise the field programmes of the rural and urban field
practice areas and are attached to the School of Nursing as
well.
Both of them should have substantial field experience
and not be fresh graduates since they will have to ensure
meaningful training programmes for student nurses and
effective services which will enhance the learning experiences.
The rural and urban allotment could be rotated between the
tutors every 6 months/1 year so that both have experience of
both situations.
c)
The rural and urban centres must have a medical officer each
who provides efficient clinical services and takes part in
all the training and service programmes actively.
d)
as
at present two or three part time medical officers could be
attached to the centre for additional support.
If they are
from other systems of medicine their involvement would enhance
the plural nature of health services offered to the community.
e)
Staff nurses should be alloted to both rural and urban field
practice areas and should be given both service and training
responsibilities.
We suggest that since Community extension
is a mandate of the hospital all staff nurses of the college
should be encouraged to rotate through the community health
department both rural/urban field practice areas to enhance
the community health orientation of all staff nurses in the
hospital.
Postings should be for minimum periods of 6 months
so that some continuity is maintained.
While the urban
programme may require one staff nurse, the rural programme
may have more depending on the number of students posted to
the rural health centre.
f)
The MOs and staff nurses of the rural and urban health centres
should be supported by 2-3 field based, community oriented
social workers, ANNS or community health organisers and or
..5
5
facilitators.
Team members for this job are to be identified
not by professional qualifications only but by their aptitude
and interest in grass roots work - especially for primary
health care, community organisation, health education and
women's development/empowerment.
While they could be MSWs or
graduates from various community health training centres run
by voluntary/NGO sector, commitment and experience should be
as important as requisite qualification.
While most of these
will be female since the focus will be on women of the community
some male staff at this level would help to involve the men folk
of the community as well.
g)
Ancillary staff such as driver, and in the rural centres such
as hostel aids, housekeepers or watchmen may be appointed as
the needs and situation demands.
h)
The rural and urban field practice areas are to be considered
as community wards of the hospital and unless meaningful and
efficient and realistic field services are operational in
these community wards - learning experiences of students
posted there would be inadequate.
Care should therefore be
taken to ensure that adequate staff are available and the
centres are not understaffed and the team overstretched.
12.
Training
While student-Nurse training will be an important component the
department should also include training of community based health
workers as an important component and priority.
i)
This will include;
training of existing TBAs
ii)
Community/Village health workers - Male/Female
iii)
Mothers
iv)
Youth
Further continuing education and refresher training programme
for the field staff of St. Martha's department and government
and other NGOs working in that area may be considered.
..6
6
13.
The Department should explore/establish linkage with a wide range
of organisations to enhance the nature and quality of its own
programmes.
a)
Involve government health services by involving PHC staff and
reciprocally encourage students participation in National
Health Programmes at local Rural Primary Health Centre/
Corporation Urban Health Centre levels.
b)
Voluntary organisations working in the designated field
service/practice areas.
Already the existing programmes have
established contacts with Women’s Voice, KKNSS,
Club, Round Table-7 and others.
aWAS,
Rotary
There are many other NGOs
who need to be actively identified.
These must be strengthened
and greater mutual collaboration enhanced.
They could also be
used for helping in the training process through their role
as guest faculty and by providing field experiences in their
respective areas.
Voluntary organisations like Rotary, Lions
and Round Table can also be contacted to sponsor specific
programmes.
14.
Local Health Committees should be constituted in Rural and Urban
field service/training areas.
Uttarahalli.
They should be operationalised in
In Koramangala, a committee already exists which
should be further strengthened.
15.
Referral Services to Government PHC, Corporation Maternity HomeNeelasandra, St. Martha’s Hospital, St.John’s Hospital and other
government centres should be established in an organised way.
Referred patients from rural and urban field practice areas who
come to St. Martha's Hospital should be considered favourably
for purpose of payment of services.
This is particularly
important since this policy would be greatly supportive of the
team working in the field practice areas.
16.
All departments of the hospital should be encouraged to support
the hospital outreach mandate through the CH department by
extending specialist services, specialist camps and involving in
7
7
ongoing service, training and health education programmes of the
department in both urban and rural areas.
17.
In the existing urban health team there is already an attempt
to have a plural mix of medical officers, and health systems.
This should be further strengthened and a plural integrated
health care promoted in both rural and urban centres health
workers and health centre staff and student nurses should also
be trained/oriented to provide services in alternative systems
of health care.
Students from colleges of other systems of medicine as well as
other medical colleges/pharmacy colleges and social work colleges
should be offered training in the rural and urban field practice
areas on a voluntary basis at a later date.
This will also help
in the integration and multi disciplinary interaction process.
18.
For immunization and many other components of Primary Health Care
it is possible to tap resources - vaccines etc., from government
health sector provided records are maintained and submitted
regularly.
These should be an important area of Govt-NGO
collaboration.
19.
For many of the suggested programme components there are local
resources centres that can be contacted and details of programme
components, organisation, records, survey forms, etc., can be
got for use after studying ongoing similar programmes.
i) St. John’s Medical College, Department of Community Health,
is an important resource centre with numerous field
activities and rich experience.
ii) There are many other centres as well and groups such as
VHAK and CHC could be contacted to identify other programmes
that can be used for staff development and gaining from
ongoing experience.
20.
Ultimately the evolution and organisation of an integrated
Community Health Department must be built on a strong hospital
..8
8
policy commitment to:
i) Outreach/extension
ii) Field training-community based
iii)
Promoting/supporting Primary Health/Community Health.
This already exists.
It will now have to be supported by
complimentary policies that support adequate staff involvement
in community health.
21.
Staff Security
The most important policy decision is to treat this new
department on par with all the clinical units with staff getting
the same salary structure and benefits and facilities that are
available to all other staff in the hospital.
The Committee feels that at a later stage, the staff of field
practice areas must actually get an additional incentive but for
the time being, parity with equivalent hospital staff is a basic
requirement.
22.
The demands of rural and urban field training centres are very
different from that of a secondary level hospital and nursing
college.
Therefore, the committee feels that a certain degree
of flexibility in the timings, and application of other provisions
such as compensatory off, etc., for work done on non-working days
etc., will need to be considered for the staff of this new
department.
This need not be considered as special privelege but a policy
flexibility in the context of the training centre.
Experience
elsewhere has shown that any attempt to get a Community Health
Department to fit into a typical 9-4p.m. routine of a hospital,
affects mobility and ultimately the efficiency of the department
since community health work demands longer hours and more
flexibility in the programme with the community having a greater
say in the planning and organisation of programme.
23.
Details regarding suggestion for training - based on the experience
of various committee members is available in the reports which are
appended.
These can be considered by staff of the new department
while evolving training and service programmes.
-x-x-x-x-
APPENDIX - A
I - PLANNING FOR REORGANISATION OF COMMUNITY HEALTH DEPARTMENT
AT ST. MARTHA'S HOSPITAL, BANGALORE.
(1991 - 1992)
Steps of the Process
The St,Martha's Hospital Advisory Board suggested in the minutes
of its meeting on 20th August 1991 that there was a vital need
for a separate department of Community Health which will be
responsible for the work in rural and urban areas.
The present set up at St. Martha's Hospital includes (i) Arural
extension centre at Uttarahalli, established 25 years ago as the
Perpetual Help Health Centre, primarily for training of the
students of the School of Nursing.
(ii) An urban community health
effort focussing on some urban slums as part of a centenary project
since 1986.
The governing body at its meeting on October 14, 1991 resolved
that a committee of experts be requested to go into various aspects
of the proposal and the following were suggested to be on the
committee.
Dr. George Joseph (CSI Ministry of Healing-Madras),
Dr. Ravi Narayan (Community Health Cell-Bangalore), Dr.Dara Amar
and Mr. R.M. Christopher (Department of Community Health, St.John’s
Medical College-Bangalore) and Mrs. H. Lalitha (Community Health
Nursing Professor, College of Nursing, St. John’s Medical College).
The terms of reference of the committee were:
1.
Advisability/feasibility of establishing/maintaining a
Community Health Department for rural and urban programmes.
2.
Objectives - General and specific.
3.
Training (School of Nursing) and Service.
4. Organisation and Coordination.
5.
Staff.
6.
Finance.
7.
Any other relevant matter.
2
2
FOLLOW UP
* The first meeting of the committee was held on 16th December 1991.
The committee was briefed on the background to the project and got
an opportunity to discuss with various members of the Hospital
Planning Corrmittee, their perspectives on the need of a Community
Health Department.
As a first step the committee asked for reports
on existing services in the community apart from the Annual Report
of the Hospital (1990-91) which was distributed at the meeting.
* A report on the perpetual Help Health Centre, Uttarahalli, by
Ms. Dorcas Kujis (Sr. Tutor, School of Nursing, St. Martha's
Hospital) and a report on Community Health Department by
Dr. Sr. Teresita, Medical Superintendent was circulated to the
committee as background.
A report on the urban posting in
Community Health Nursing in Koramangala Slums was also circulated.
* Dr. Dara Amar and Mrs. Lalitha had a discussion on the matter and
prepared an initial draft note on Reorganisation of Community
Health Department - St. Martha's Hospital which was considered
at the second meeting of the committee on 10th March 1992.
The
notes covered ideas on the rural and urban component (Appendix B).
* Three members of the committee, Mrs. Lalitha, Dr. Ravi Narayan
and Mr. R.M. Christopher went through the note and discussed the
suggestions adding details and related issues to the note.
This
was then, compiled as a second stage draft proposal for further
deliberations by the committee and all concerned (Appendix C).
* Dr. Dara Amar and Sr. Lalitha visited Uttarahalli Health Centre
and made some observations and suggestion on
1992
(Appdndix D).
Dr. Dara Amar, Sr. Lalitha and Mr. R.M. Christopher visited
Koramangala slum - Health and Development Programme on 3rd April 1992
and made some suggestions (Appendix E).
' Prof. George Joseph visited Uttarahalli rural health centre on
forenoon of 3.7.1992 along with Dr. Dara Amar and two senior
nursing faculty of St. Martha's Hospital Nursing School.
On the
..3
3
same day he visited Koramangala Slum Project area in the afternoon
along with Mr. Chander and Ms. Geetha, social workers.
His
observations and suggestions are included in Appendix F.
* On
-8-1992 Dr. Dara Amar, Dr. Ravi Narayan and Mr.R.M.Christopher
met in the Department of Community Medicine at St. John's Medical
College and after perusing all the reports drew Up the final report
incorporating suggestions from all the earlier reports included
as appendices B-F.
-x-x-x-x-x-
( This report is being discussed on 19.8.1992 by the Expert Committee
and the final report will be submitted to St. Martha's Hospital
Governing Body.)
PERSONAL DATA
Year of joining:
Religion:
Status ( Religious / Layperson):
Given below are list of statements relating to various aspects of your education in St.
Martha’s School of Nursing Give the extent to which you are satisfied with each aspect
,in the form of a number ranging from ONE to FIVE in the blank provided against each
statement.
5
Fully
satisfied
4
moderately
satisfied
j
partially
satisfied
2
minimally
satisfied
1.
least
satisfied
1.
The encouragement you get from home to perform well in your studies.
2
The encouragement you get from teachers to do well in you studies.
3.
The encouragement you get from the staff in the hospital to do well.
4.
The encouragement you get from the warden to do well in studies.
5.
The facilities on the campus for your personal/professional/spiritual
development:
♦classroom
*chapel
♦canteen
♦hospital services
♦hostel
* library
♦mess
♦recreation
*sick room
6.
The facilities for your social development:
♦interaction with faculty/staff
♦interaction with peers/seniors
♦involvement in the campus activities
♦S.N.A. activities
♦C.N.G.I. activities
♦sports
7.
The faculty/staff who are directly involved in your education
♦show genuine interest in your welfare
♦show respect to all of you
*are available whenever needed by you
♦discipline you when appropiate reasonably
♦provide you with appropiate supervision
♦are firm yet concerned with your welfare
♦demonstrate fairness in dealing with you
♦are competent in various teaching methods
♦use appropriate evaluation methods fairly
♦demonstrate moral/ethical values in dealing with you
♦possess good personal skills & are confident in selves
PART B
1.
2.
3.
4.
5.
6.
Do you know the vision and mission of the Hospital ?
Do you feel a part of the Hospital and its work ?
Do you have any opportunities for spiritual development ?
If you have a personal or family problem, is there someone
to guide or counsel you ?
Is the Hospital a place you would like to remain as a
Staff Nurse ?
During your training, do faculty and staff stress on care of
the poor ?
/O
Yes / No
Yes / No
Yes I No
Yes/No
Yes/No
Yes/No
- S3-
Corn h
ST. MARTHA’S HOSPITAL—EVALUATION
SECTION: 1 .NURSING EDUCATION
*Faculty
* Ancillary Staff
*Students
NURSING
2.
SERVICE
*Ward-in charges
♦Nursing Staff
METHOD OF EVALUATION:
♦Questionairre
*?Focused Group Interview
Note: All members of each category will not asked to take part in the evaluation
process. Only a selected representative number will be included depending on the
following criteria:
The staff be it in the Nursing Education or Service should ♦have worked in the institution for a continous period of six months.
*be willing to take part in the evaluation .
Mrs. Maryann Charles.
PERSONAL DATA
Department:
Designation:
Status (Religious/Layperson):
Duration of service (years) :
Educational Qualification:
Institution where Nursing was completed:
Date of completion of Nursing course:
Have you undergone an Inservice Education
Programme after joining St.Martha’s hospital ?
Given below are certain aspects of the institution you are expected
to be aware of. Please indicate your awareness , by encircling ‘ Y’ if your awareness of
each aspect listed is YES and ‘N’ if it is NO.
1 .The vision of the Good Shepherd Congregation:
2.The philosophy of the institution :
3.The objectives and goals of the institution:
4.The policies regarding :
Y/N
Y/N
Y/N
*Work
*Benefits/Salaries
*Promotions
*Recruitment of staff
*Selection of students
*Disciplinary action
Y/N
Y/N
Y/N
Y/N
Y/N
Y/N
5.The welfare facilities/schemes:
6.The worker’s union:
/.Performance appraisal:
Y/N
Y/N
Y/N
1
Given below are list of objectives, goals & functions of your institution. Give your
opinion to the extent to which you think the objectives, goals & functions should be
fulfilled under column A & under column B the extent to which each of them are
presently fulfilled .Please give your answer in the form of a number ranging fromONE to
FIVE in the blank provided under each column.
1
2
Not fulfilled
at all.
4
5
Fulfilled completely
COLUMN-A
1 .The hospital provides services to the the sick
irrespective of caste/creed/race/social status.
2.The hospital strives to provide high quality care at a
cost affordable for the common man.
3.The hospital focuses its services on health concerns
of women and children mainly.
4.The hospital endeavours to provide competent and
comprehensive health care thro’ recent yet cost
effective technology.
5.The hospital fosters a sense of dedication, moral &
ethical integrity among its employees.
6.The professional skills of the employees are
enhanced thro’ continuing education programs
7.
The hospital strives to develop in its employees
a desire to serve the poor & weak sections of
society.
8.
An awareness of the social problems & injustices
is developed in the employees, keeping in mind
the National Health priorities
9.
The hospital provides spiritual care to the sick
respecting the individual’s religious beliefs
10.
The hospital provides subsidised care to those
individuals in need
COLUMN-13
11.
The hospital attempts to develop Urban & Rural
centres of Health care for the underprivileged &
oppressed women and children.
12.
The hospital strives to expand its department &
education programs as per the need of society.
13.
The hospital constantly tries to improve the
quality of the health care.
14.
The hopital creates awareness of a clean &
healthy environment to the public.
15.
The hospital serves as a model of efficient health
health care.
16 The hospital fosters in all its employees a respect
for respect for human life at all stages of life.
17.
The hospital tries to develop in its employees a
team spirit & a family atmosphere.
18.
Rules ®ulations of the institution are reasonable
19.
The hospital shows concern for the welfare of its
employees.
20.
Give any THREE POSITIVE aspects of the hospital:
21. Give any THREE NEGATIVE aspects of the hospital which you have
experienced:
23. Give any THREE suggestions for improving the hospital functioning:
To what extent are you able to accomplish the following tasks Give your answer
honestly by encircling a number ranging from ONE to FIVE where 1 means you are
'not able to do the task at all’ and 5 means you are ‘ able to do the task to the best of
your ability’Given below is space provided for comment .Please give your comments if
you have faced any problems /difficulties to do these tasks.
1.
I am able to provide care to all patients irrespective of
their caste/creed/social status.
12
3
4
5
2.
I am able to provide the best possible care to all patients
at all times.
12
3
4
5
3. 1 am able to uphold my moral/ethical values in dealing
with all the patients /co-workers.
12
3
4
5
I am able to meet the spiritual needs of the patients
daily respecting their own religious views.
12
3
4
5
am able to participate in activities which will enhance
my skills /professional ablities.
12
3
4
5
4.
5.
PART-B
Below are a list of questions relating to various aspects of your
functions . Please answer each question by encircling either ‘YES’ or ‘NO’.
1. How long have you been as Ward -in -Charge ?
2. Do you conduct regular meetings of employees whom you supervise ?
Yes/ No
3. Do you feel there is good communication with the management ?
Yes/ No
4. Are you involved in selection of staff for your ward ?
Yes/ No
5. Are you involved in the annual budget process for your ward ?
Yes/ No
6. Are you informed about the financial process for your ward ?
Yes/ No
7. Do you regularly evaluate the performance of the employees you
supervise ?
Yes/ No
8. Do you know and understand the vision and mission of the hospital ?
Yes/ No
9. Do you communicate the vision and mission to your employees ?
Yes/ No
10. Do your department have written policies and procedures ?
Yes/ No
11. Do you set goals each year for your ward ?
Yes/ No
12. Do you feel a part of planning and decision making in the hospital ?
Yes/ No
6
13. Do you orient new employees in your ward ?
Yes/ No
14. Do you provide any inservice or on the job training for your
employees ?
Yes/ No
15. Have you attended any seminar , program or course on management
training ?
Yes/ No
16. Do you have written standards that guide the work of your ward ?
Yes/ No
17. Do you have enough qualified staff to do the required work ?
Yes/ No
18. Do all your employees have job description ?
Yes/ No
19. Do you know the organisation plan or structure of the hospital ?
Yes/ No
PART-B ( STAFF/ FACULTY)
Below are a list of questions relating to the functioning of the
institution . Please answer by encircling either ‘YES’ or ‘NO’ .
.Is there someone in the organisation to whom you can communicate your
Yes/No
problems ?
2. Do you feel that your complaints and grievances are heard ?
Yes/ No
3. Do you feel a part of the health care team ?
Yes/ No
4. Do you know what is the mission /purposes of the hospital
and / or school of nursing ?
Yes/ No
5. Do you have promotional avenues open to you ?
Yes/ No
6. Did you undergo orientation when you joined the hospital
or institution ?
Yes/ No
7. Do you feel appreciated in your work ?
Yes/ No
8. Do you think the rules and policies are fair ?
Yes/ No
9. Have you read and understood the Employee Service Rules ?
Yes/ No
10. Do you have oppurtunity to suggest that your department’s work
or function could improve ?
Yes/ No
1 1. If you have a personal or family problem, is there someone in the
hospital or school of nursing who can guide or help you ?
Yes/ No
12. Is the area where you work comfortable and safe ?
Yes/ No
13. Since joining work, have you received any new training or skill ?
Yes/ No
14. Do you have a job description ?
Yes/ No
15. Do you participate in any special events or extra curricular activities
in the hospital or School of Nursing ?
Yes/ No
H - 6 s)-- 13
ST.MARTHA'S HOSPITAL REVIEW TEAM MEETING - 30™ JUNE 1998
A meeting of the S(.Martha's Hospital Review Team was held on 30,h June 1998 at 2 p.m. at
the St. Martha’s Hospital community parlour.
Members present
1.
2.
3.
4.
5.
6.
7.
8.
9.
Dr. Prem Pais
Dr. Rebekah Naylor
Dr. Ravi Narayan
Ms. Mary Ann Charles
Sr. Sabena
Sr. Ann Marie
Dr. Sr. Teresita
Sr.Clementia
Sr.Theresa Meera
[Mr. Thomas Kandasami, member of the Review Committee was out of the country and unable
to attend]
1.
The meeting was held to report on the progress of the process of data collection in areas
allotted to each member of the Review team and identify needs and further action on the
matter, (vide communication of Dr. Ravi Narayan, Chairperson of Review Team,
CHC:5.4/98 dated 19lh June 1998, Communication III).
2.
Dr. Rebekah Naylor reported the following :
a.
All the questionnaires that she had sent have been received except those from Dietary
and Laundry department, which are now being followed up by the Nursing
Superintendent.
b.
She circulated a set of standards, which she had evolved to be used as a framework for
review for all the departments allotted to tier. She requested feedback from all present
within a week on these standards.
c.
A tour of the hospital to meet the heads of various departments was then proposed,
and this would be followed up in coordination with the sisters incharge.
d.
She clarified that the questionnaire for Head of Department and for staff prepared by
her, would have to be sent to all the respective department allotted to her.
e.
For lower grade workers, it was decided after some discussion that a sample of
approximately 50 would be taken from all the departments and questionnaires in
Kannada and Tamil would be administered to them. It was decided that this would be
done later in July along with the administration of questionnaires to patients.
1
3.
Ms. Mary Ann Charles reported the following:
a.
She circulated another set of proformas for Nursing faculty, ancillary college staff and
students; ward in charge and nursing staff. These Incorporated some of the Ideas and
questions from Dr. Rohnkah Nnylor mid Dr. Prom Pol's omllor draft qiioslionnaiios.
b.
With regard to sampling, it was decided as follows:
♦
♦
♦
♦
4.
Nursing college faculty and Ancillary staff - all 25 currently employed
Students — 15 per batch excluding 1sl year — total 15X3=45
Ward in charges - all currently employed
Nursing staff - Random selection of around 50 including both SMH Alumni and
those trained in other colleges.
c.
It was decided that the proforma for ’staff” prepared by Dr. Rebekah Naylor would be
attached to all the Nursing staff since they were employees of the hospital.
d.
Some other minor changes were considered and the modified versions would be
completed soon for distribution.
Dr. Prem Pais reported the following
a.
Due to some communication gap the revision of the questionnaire for doctors was
delayed and would be ready by the end of the week.
b.
As decided for the nursing section (item 2(iii) above) all the doctors who got a proforma
- would get the 'staff proforma prepared by Dr. Rebekah Naylor as well - so that there
would be some uniformity of data collection in these areas and possibility of comparison
of the responses by sub groups.
c.
In terms of sampling, it was decided as follows:
♦ All heads of departments and full time doctors would be given a proforma;
♦ All residents would not be included.
5.
Patients survey
With regard to patients - both outpatients and inpatients, it was decided that the proformas
being finalised by Dr. Prem Pais - would be translated into Kannada, Tamil and Hindi and a
sample of around 50 outpatients and 50 inpatients would be selected, (using a grid to be
worked out by the team in consultation with statistician so that as representative a sample
as possible could be included in the review). These proforma would be pilot tested before
being administered to the patients.
6.
Dr. Ravi Narayan suggested
a.
The next phase of data collection would now be organised in July. The questionnaires
to be distributed would be sent out in the first half of July. The questionnaires to be
administered would be given out in the second half of July.
2.
7.
b.
He requested Sr, Annie Marie to Identify a group of volunteers from the Nursing college
- both faculty and senior students who could be trained to administer the questionnaire
to lower grade hospital staff and inpatients and outpatients. A group of 5-6 would be
adequate and they would be given some training / orientation by members of the
Review team before the dales I venues for administering (lie questionnaire wore
lliiiill.'iod.
c.
He would also be circulating a short covering letter that will be attached to all the
proformas explaining the background to the Review and emphasising the need for
active participation as well as our efforts at maintaining confidentiality. (See Appendix 1
- please ring CHC (Phone nos. 553 15 18 & 552 5372) to confirm if it us okay.
d.
Regarding the areas covered by him which were training I community health
department and vision/mission issues and external linkages - he would be circulating a
plan soon about this as soon as the hospital staff related data collection was organised.
Most of this would be through focus group discussion with stakeholders in the areas
allotted to him eg., Governing Body; staff of CH department; training coordinators, etc.
Reporting
In response to a query from Dr. Rebekah Naylor about the nature of the reporting, it was
suggested that each member of the team would make a draft report of the area covered by
them integrating both quantitative and qualitative data collected by them.
Since there would be much overlap between reviewers and their areas, these would then
be integrated through discussion and dialogue in subsequent meetings and a consolidated
report will be submitted with recommendations by the Review team by end of September
1998. The first preliminary reporting meeting would be at the end of August 1998 I early
September 1998 by which time, hopefully most of the data by proforma, interview, group
discussions etc., would have been collected.
Each review team member was requested to make their own arrangements for analysis of
(lie responses from respondents In the areas they were .covering.
8.
List of respondents
The Sisters were requested to prepare lists of ail the potential respondents in each category
including all currently employed.
Members of the Review committee would be in touch to identify the samples from complete
list of students, nursing staff, lower grade staff, etc., which should also be prepared. Sr.
Anne Marie agreed to follow up this matter.
The next meeting would be held in the end of August 1998 after most of the data collection
was over. Till then, the Review team members could be in touch with Sisters at SMH or
Dr.Ravi Narayan at CHC for any further matters related to the ongoing review.
Bangalore
10"’ July 1998
APPENDIX-1
Draft of letter to be attached to all questionnaires during distribution
St. Martha’s Hospital Review - 1998
The Health Commission set up by the Provincial
Chapter of the Good Shepherd Sisters, have
YOUR
OPINION IS
CRUCIAL
REQUESTED A TEAM OF RESOURCE PERSONS TO REVIEW THE
Health Ministry of St.Martha's Hospital through a
PARTICIPATORY, INTERACTIVE AND REFLECTIVE PROCESS. AS
PART OF THIS PROCESS STAFF OF ST.MARTHA’S HOSPITAL
AND A SAMPLE OF SUTDENTS OF THE NURSING COLLEGE AND
PATIENTS ARE BEING INVITED TO PARTICIPATE, BY FILLING IN
SPECIAL QUESTIONNAIRES
PREPARED
BY THE
REVIEW
Committee. These will be circulated / administered in
July 1 998. Your participation in this Review is crucial
TO HELP US IDENTIFY THE FUTURE DIRECTIONS AND THRUSTS
AND ALSO MEASURES TO MAKE THE HEALTH MINISTRY MORE
MEANINGFUL. ALL YOUR RESPONSES AND SUGGESTIONS WILL
BE CONFIDENTIAL. WE INVITE YOU TO JOIN US IN THE TASK
AND MAKE THE REVIEW A SUCCESS.
Dr. Ravi Narayan
Mr. Thomas Kandasami
Ms. Mary Ann Charles
15th July 1998
Dr. Prem Pais
Dr.Rebekah naylor
S.M.H. Bangalore
[All completed questionnaires must be returned to the Medical I Nursing
Superintendents offices latest by 25lh July 1998 and put in the box specifically
provided for them]
Department:
Years of service in SMH:
Date:
Signature
(optional)
JOIN
THE
REVIEW
EVALUTATION OF ST. MARTHA’S HOSPITAL
AREAS ASSIGNED : NURSING SERVICE DEPT. & SCHOOL OF NURSING
Sample : Nursing Service Dept - * Ward inCharges
* StaffNurses
School of Nursing
- * Faculty
* Student nurses
Description of the Sample:
Ward in Charges There were totally 19 Ward in Charges in the hospital All of them were
included in the evaluation All (100% ) were lay persons . The mean duration of years of service was
10.4 years (n = 13), with a range of 1&1/2 years to 32 years . A six of them did not respond to the
duration of their service in the institution , they hence were not included for computation of the
mean duration of service. All ( 100%) had done the General Nursing Course , and only 2 (10.5%)
had some additional qualification out of whom one had done a course on Administration Twelve
(63 2%) of them had there training from St Martha’s School of Nursing One (5 3%) had
completed her course as early as in the 1950s , 4(21.0%) in the 1960s , 5(26.3%) in the 1970s,
6(31.5%) in the 1980s and 2(10.5%) in the 1990s . Most 15 (78.9%) had Inservice Education after
having joined St.Martha’s hospital
Staff Nurses: The staff nurses were sampled from the total list of all categories . using the simple
random sampling technique Hence a total of 50 staff were selected ,of which 47 were accepted for
analysis. Most of them were junior staff 37 (78 7%), with just two or three years of service and 10
(21.3%) were interns with less than a years service . Only 3 (6.4%) were religious and the rest 44
(93 6%) were laypersons Most 31(66 0%) of the staff were alumnae of St Martha’s School of
Nursing .while 16 (34 0%) were from other institutions, of which 7 (43 7 %) were from institutions
within Bangalore city itself and the rest from out of Karnataka state . The mean duration of service
for the staff was 2.09 years with a range of 2 months to 10 years. Only 3 (4 3%) had not received
anv inservice education after having joined the institution . Majority 45 (95.7%) had done there
G.N.M. course , 2 (4.3%) had done their Basic B Sc.
Faculty : The total number of faculty in the School of Nursing were 15 . All were taken for the
evaluation . Ten (66.6%) were tutors , 3 (20.0%) were clinical instructors and 2 (13.3$%) were
senior tutors . Only 1(6.7%) was a religious while the rest ,14 (93.3%) were lay persons The mean
duration of years of service was 3 87 years with a range of 10 months to 16 years Most 10 (66.6%)
had a basic B.Sc. qualification . 4 (26.6%) had done their P.C.BSc. and 1(6.7%) had done her
General Nursing after which she had done her Diploma in Nursing Education Eleven (73 .3%) had
their nursing training in Karnataka of which 9(81.1%) were trained within Bangalore itself. Eleven
(73.3%) had inservice education after joining the institution .
Student Nurses : The students were selected from the 2nd, 3rd and the 4th year , although those in
their 4th year have completed their training in the institution they were selected in the category of
students since they considered to be under the School of Nursing . The 1st year students were not
selected since it was assumed that it would be too early to get a valid opinion from them The
students were selected through simple random technique , and comprised a total number of 45 , (i.e.
15 per batch . Only 4 (8.8%) were religious and the rest were laypersons. Most 42 (93.3%) were
Christians while 3 (6.6%) were Non Christians .
Methodology :
The evaluation of these assigned areas was performed primarily from information provided by the
selected sample through a questionnaire . The questionnaires were prepared based on the selected
functions of the hospital or the School of Nursing , the individual functions of each category , their
expectations and suggestions . All the members of the review committee had accepted the format
proposed and a copy of the questionnaires for each category is attached
Results
1 Awareness of Nursing Personnel in relation to —
W/S
a Vision of the hospital ■ 19(100.0%)
18( 94 7%)
b. Philosophy
19(100 0%)
c Objectives / Goals
d. Policy regarding
19(100 0%)
work
16( 84 2%)
benefits
promotion
17( 89 5%)
16( 84.2%)
recruitment
. 15( 78.9%)
student selection
discipline
16( 84.2%)
14( 73.7%)
e Welfare Facilities
15( 78 9%)
f Workers Union
17( 89.5%)
g. Performance Appraisal
S/N
F
St/N
32(68 1%)
32(68 7?zo)
37(78.7%)
14( 93.3%)
15(100 0%)
15(100.0%)
42( 93.3%:
——
____
44(78.7%)
35(74.5%)
34(72.3%)
41(87 2%)
43(91.5%)
43(91.5%)
26(55.3%)
15(31.9%)
21(44 7%)
15(100.0%)
15(100.0%)
15(100.0%)
12( 80.0%)
14( 93.3%)
I4( 93.3%)
IK 73.3%)
8( 53.3%)
9( 60.0%)
—
—
—
—
2. Extent to which the objectives / goals /functions of the hospital are met presently : The
ward in charges , staff nurses and the faculty were given a list of statements pertaining to the
above mentioned aspects They were asked to rate each of the statements on a 5 -point scale
according to the extent to which they believed these aspects were presently fulfilled and also to
the extent to which they thought these aspects should be fulfilled. However most of them did not
answer to the latter part.
The results of the extent to which the above aspects are met are presented in percentages .
1. Service given to the sick
irrespective of any factor
(W/S)
(S/N)
( F)
2. Quality care affordable to the common man
(W/S)
(S/N)
( F )
3. Main beneficiaries - women / children
(W/S )
(S/N)
( F )
4 Provides cost effective competent care
(W/S )
(S/N )
( F )
5. Fosters dedication and ethical values
(W/S )
(S/N )
(F )
6. Enhances skills through CE programs
(W/S )
(S/N )
( F )
7. Fosters a desire to serve the poor
( W/S )
( S/N )
( F )
8. Builds social awareness among its staff
(W /S )
( S/N )
( F )
' 5
4
3
2
1
89.5
48.9
66.7
10.5
38.2
20.0
—
8.5
13.3
—
2.1
—
—
2.1
63.2
29.8
20.0
26.3
29.8
40.0
10.5
31.9
40.0
—
2.1
—
—
6.3
—
42.1
15.0
—
21.0
21.3
20.0
31.6
31.6
53.3
5.3
21.3
20.0
—
10.7
6.7
42.1
6.3
6.7
36.8
8.5
26.7
10.5
36 2
53.3
10.5
23.4
13.3
—
25 5
—
73.7
27.7
40.0
21.0
36.2
46.6
5.3
12.8
6.7
—
12.8
—
—
12.8
6.7
21.0
14.9
6.7
36 8
25.5
40.0
316
36.2
46.6
10.5
21.3
—
—
2.1
6.7
57.9
29.8
40.0
36.8
34.0
26.7
5.3
27.7
33.3
—
6.4
—
—2.1
—
15.8
12.8
—
47.4
36.2
4.3
26.3
38.3
66.7
10.5
8.5
26.7
—
4.2
—
9. Meets spiritual needs of all patients
63.1
26.3
( W/S)
48.9 34.0
( S/N )
40.0 33.3
( F )
10. Provides care at subsidised cost to those in need
73.7
10.5
( W/S)
4.3 48.9
( S/N )
40.0 33.3
( F )
11. Develops community centres for those in need
( W/S)
73.7 21 0
29.8 29.8
( S/N)
33.3 26.7
( F )
12. Expands depts. & education programs as per need
( W/S )
63.2 21.0
6.4 25.5
( S/N )
—
40.0
( F )
13. Attempts to improve quality of care
73.7 26 3
( W/S )
34.0 46 8
( S/N )
13.3 66 7
( F )
14. Creates cleanliness awareness in public
68.4 21.0
( W/S )
59 5 29 8
( S/N )
60 0
33 3
( F
)
15. Senes as a model of efficient health care
78 9 21.0
( W/S )
46 8 42 6
( S/N )
46.7
33.3
( F
)
16. Fosters respect for life in all its staff
78.9 21.0
( W/S )
29 8
53.2
( S/N )
40.0
33.3
( F
)
17. Fosters a team spirit and family atmosphere
73.7 26.3
( W/S )
23.4
40.4
( S/N )
46.7 26.7
( F
)
18. Has reasonable rules and regulations
57.9 36.8
( W/S )
25.5 40 4
( S/N )
20 0 33 3
( F
)
19. Shows concern for its staffs welfare
68.4
15.8
( W/S )
10.6 40.4
( S/N )
26.7 53.3
( F
)
10.5
14.9
13.3
2 1
13.3
15.8
25.5
26 7
—
2 1
—
—
—
6.7
—
5.3
8.5
—
2.1
—
15.8
40 4
53.3
19.1
61
—
8.5
—
—
17.0
13.3
—
2.1
6.7
—
—
—
10 5
43
6.7
—
6.4
—
—
—
—
—
6.4
20 0
—
—
—
—
4.2
—
—
12 8
13.3
—
4.3
—
—
—
—
5.3
21 2
26.7
—
8.5
—
—
6.4
—
5.3
23.4
46.7
—
8.5
—
—
2.1
—
15.8
34.0
20.0
———
10.6
—
—
4.3
—
29 8
40.0
—
The ward in charges and the staff nurses were given an additional five statements relating to their
functions or tasks . they were asked to rate these statements on a 5-point scale depending on their
ability to perform the said functions . Below the results are presented in percentages. They were also
asked to comment if they were unable to perform these functions to the best of their abilities . The
reasons provided are also presented in percentages after categorising them under specific headings .
1. Provides care to all irrespective of
caste /creed /social status .
( W/S )
( S/N )
2. Provides best possible care at all
times
( W/S )
( S/N )
3. Upholds moral & ethical values
( W/S )
( S/N )
4. Meets spiritual needs of all patients
( W/S )
( S/N )
5. Participates in activities to improve
self
( W/S )
( S/N )
5
4
3
2
1
89.5
78.7
10.5
12.8
8.5
—
—
36 8
8.5
36.8
53.3
21.0
31.9
4.3
5.3
—
78.9
57.4
21.0
36.2
—
4.3
__
2.1
—
—
57.9
59.6
31.6
23.4
5.3
10 6
__
4.3
5.3
2.1
52.6
42.6
21 0
29 8
10.5
14.9
15.3
12.7
—
—
I
Majority of the Ward Sisters and Staff Nurses said that due to lack of sufficient staff and work
overload they were unable to provide the best possible care to all patients. In relation to the ability
to uphold their moral and ethical values, only the staff nurses responded that they were unable to do
so at all times due to misunderstanding with their co-workers. None of them gave any reasons
regarding their ability to meet the spiritual needs of the patients and their participation in activities
which would enhance their skills and professional abilities.
The nursing students were selected from the 2nd and 3rd year on a random basis . Those who had
completed their training and who in this institution are considered to be in their 4,h year were also
selected randomly using the table of random numbers . The Is* years were excluded from the
evaluation since the committee felt that it would be too early to be able to get a valid opinion from
them . These students were given a set of four statements relating to the encouragement they
receive from various individuals ; facilities available , facilities for their social development and
characteristics of the faculty . Each of these statements had several items under them . The students
had to rate each of these statements on a 5 - point scale reflecting the level of their satisfaction on
each of the aspects . This tool was prepared based on a study conducted by
1
Encouraged received from .
home
teachers
staff
warden
1
2
3
4
5
0(- )
1(2.2)
1(2.2)
1(2.2)
0( - )
0( - )
8(17.7)
4( 8 8)
0( - )
6(13 3)
12(26.7)
10(22.2)
4( 8.8)
14(31.1)
20(44.4)
19(42.2)
41(91.1)
24(53.3)
4( 8.8)
11(24.4)
It is obvious that the students are satisfied with the encouragement they receive from their
parents , teachers and the warden to do well in their studies . The staff however do not seem to play
a major role encouraging their juniors to perform well in their studies .
2. Facilities available
classroom (n=44)
chapel (n=44)
canteen (n=44)
hospital services (n=45)
hostel (n=45)
library (n=45)
mess (n=44)
recreation (n=45)
sick room (n=45)
0( - )
0( - )
6(13.6)
2( 4.4)
K 2.2)
0( - )
5(11-1)
3( 6.6)
6(13 3)
K 2.2)
0( - )
7(15 9)
4( 8.8)
3( 6.6)
2( 4 4)
11(25.0)
6(13.3)
6(13.3)
5(11 1)
0( - )
11(25.0)
14(31 1)
8(17.7)
5(11.1)
12(27.3)
10(22.2)
14(31.1)
15(33.3)
10(22.7)
15(34 1)
14(31.1)
17(37 8)
14(31.1)
13(18.2)
15(33.3)
15(33.3)
23(51.1)
34(77.3)
5(H 4)
11(24.4)
16(35.6)
24(53.3)
3( 6.8)
11(24.4)
4( 8.8)
Most of the students again seem satisfied with their classroom , chapel, hostel, library
facilities. They seem most dissatisfied in relation to canteen , mess, and sickroom facilities. They
appear to be moderately satisfied with the hospital services and recreation facilities .
3. Activities required for their social development
6(13.3)
interaction with faculty 1( 2.2)
interaction with peers
2( 4.4)
1( 2.2)
& seniors
3( 6.8)
campus activities( n=44) 0( -)
0( - )
1( 2.2)
SNA activities
1( 2.2)
5(H.3)
CNGI activities (n=44)
2( 4.4)
1( 2.2)
sports activities
14(31.1)
14(31.1)
10(22.2)
12(26.7)
8(18.2)
6(13.3)
17(38.6)
4( 8.8)
17(37.8)
26(59.0)
17(37.8)
11(25.0)
26(57.8)
13(28.9)
7(15.9)
21(46.7)
10(22.7)
12(26.7)
The only area were the students appear to be quite satisfied is in relation to the SNA activities . The
rest of the activities relating to their social development would have to be scrutinised more deeply
for the overall development of the students
4. Characteristics of their faculty
shows genuine interest
1( 2.2)
shows respect
1( 2.2)
is available
1( 2.2)
disciplines fairly (n=44) 0( --)
supervision good (n=44) 0( -)
firm yet concerned (n=44) 0( -)
fair in dealings (n=44)
1( 2.3)
competent (n=44)
0( -)
evaluation fair (n=44)
1( 2.3)
shows moral values
in dealings (n=44)
1( 2.3)
has good personal skills
(n=44)
0( -)
3( 6.7)
4( 8.8)
2( 4.4)
0( - )
0( - )
K 2.3)
5(H.4)
4( 9 0)
4( 9.0)
8(17.6)
15(33.3)
8(17.8)
6(13.6)
6(13.6)
10(22.7)
11(25.0)
14(31.8)
13(29 6)
16(35.5)
16(35.6)
18(40.0)
19(43.1)
16(36.4)
17(38.6)
18(40.9)
15(34 1)
20(45.5)
17(37.8)
9(20.0)
15(33.3)
19(43 1)
22(50.0)
16(36.3)
9(20.5)
11(25.0)
6(13.6)
4( 9 0)
1
9(20.5)
17(38 6)
13(29.5)
3( 6.8)
10(22.7)
16(36 3)
15(34.0)
In relation to the characteristics of the faculty the students again appear to be satisfied with
most aspects except in relation to their ability to show genuine interest in the welfare of the
student, being fair in their dealing with student, being competent in various teaching
methodologies and being fair in their evaluation methods
NURSING STUDENTS ( N= 45 ; 15/BATCH of 2nd , 3 rd & 4,h year)
YES
1.
2.
3.
4.
5.
6.
42 ( 93.3 )
Knows vision and mission
45 (100.0 )
Feels part of the hospital
43 ( 95.6 )
Opportunities for spiritual growth
Availability of guidance & counselling 29 ( 64.4)
Remain as staff in the same hospital 34 ( 75.6 )
Stress on care of poor during training 37 ( 82.2 )
NO
3 (6.3 )
0( - )
2 ( 4.4 )
16(35.6)
11 (24.4 )
8 (17.8 )
WARD IN CHARGES ( N = 19 )
,
1
Mean duration of service = 10.44 yrs. ( Range = 1 to 32 yrs.)
This was calculated from data provided by 13 of the ward-in -charges
YES
11 (57.9)
1. Conducts regular meetings
2. Has good communication with
17(89.4)
management
3 Involved with plan of annual budget
5(26.3)
4 Involved in selection of staff
1 ( 5.3)
5 Informed of financial process
4(21 0)
6 Evaluates staff performance
17 (89.4)
7 Dept has written policies
11 (57.9)
8 Sets goals each year for dept
9 (47 4)
9. Feels part of planning &decision-making 7(36.8)
10 Knows vision & mission of hospital
18 (94.7)
18 (94.7)
11. Communicates above to staff
12. Orients new employees
17 (89.4)
13. Provides ISE or on- the-job training
12(63.2)
14. Attended CE- program on management 12 (63.2)
15. Written standards are there to guide
11 (57.9)
work
14(73.7)
16. Enough qualified staff available
15 (78.9)
17. All Staff have job description
18. Knows organisational plan
12 (63.2)
NO
NA
6(3 1.6)
2(10.5)
1( 5.3)
13 (68.4)
17 (89.4)
13 (68 4)
1 ( 5.3)
7(36.8)
9 (47.4)
10 (52.6)
0( - )
0( - )
1 ( 5.3)
6(31 6)
6 (31.6)
1 ( 5.3)
1(53)
1 ( 5.3)
2 (10.5)
1(53)
1 ( 5 3)
1 ( 5.3)
2 (10.5)
1 ( 5.3)
1 ( 5.3)
1 ( 5.3)
1 ( 5.3)
1 ( 5.3)
7 (36.8)
4(21.01
2(10.5)
5 (26.3)
1 ( 5.3)
1( 5.3)
2 (10.5)
2(10.5)
WARD IN-CHARGES
GENERAL FUNCTIONS OF XLANAGEMENT :
1. Someone available to communicate problems
2. Complaints are heard
3. Feel part of a team
4. Knows the mission of the hospital
5. Promotional avenues available
6. Orientation received when joining institution
7. Feels appreciated
S. Feels policies/ rules are fair
9. Knows employee service rules
10. Opportunities to give suggestions
11. Availability of personnel for guidance
12. Work area comfortable and safe
13. New skill training received
14. Has a job description
15 Participates in special functions
Yes
No
N/A
19(100.0)
18 ( 94.7)
19(100.0)
19 (100.0)
9( 47.4)
17 ( 89.4)
18 ( 94.7)
18 ( 94.7)
18 ( 94.7)
14( 73.7)
19(100 0)
17 ( 89.4)
12 ( 63.2)
17 ( 89.4)
9( 47
0( - )
1(5.3)
0( - )
0( - )
10(52.6)
2(10.5)
1 ( 5.3)
1 ( 5.3)
0( -)
4 (21.0)
0(
2(10.5)
7 (36.8)
2(10.5)
10(52.6)
0(-)
0(-)
0(-)
0(-)
0(-)
0(-)
0(-)
0(-)
1 (5.3)
1 (5.3)
0(-)
0(-)
0(-)
0(-)
0(-)
FACULTY . SCHOOL OF NURSING ( N =15)
Tutors = 10(66.7)
Senior Tutors = 2 (13.3)
Clinical Instructors = 3 (20 0)
Mean duration of service = 3.97 Yrs (range = 10 months to 16 years)
Qualification: B Sc. =10(66 7); P C.B Sc = 4(26 6) &
DNE
= 1( 6 7)
GENERAL FUNCTIONS OF MANAGEMENT :
1. Someone available to communicate problems
2. Complaints are heard
3. Feel part of a team
4. Knows the mission of the hospital 1
5. Promotional avenues available
6. Orientation received when joining institution
7. Feels appreciated
8. Feels policies/ rules are fair
9. Knows employee service rules
10. Opportunities to give suggestions
11. Availability of personnel for guidance
12. Work area comfortable and safe
13. New skill training received
14. Has a job description
15. Participates in special functions
YES
NO
NA
14( 93.2j)
13( 86.6)
14( 93 3)
5(100.0)
10( 66 7)
14( 93.3)
14( 93.3)
14( 93.3)
15(100.0)
13( 86.6)
13( 86.6)
15(100.0)
13( 86.6)
15(100.0)
13( 86.6)
1(6.7)
1(6.7)
0( -)
0( -)
3(20.6)
K 6.7)
1( 6.7)
1( 6.7)
0( -)
2(13.3)
2(13.3)
0( - )
2(13.3)
0( - )
2(13.3)
0(- )
1(6.7)
1(6.7)
0(- )
2(13.7)
0(- )
0(- )
0(- )
0(- )
0( - )
0(- )
0(- )
0(- )
0(- )
0(- )
STAFF NURSES ( N = 47 )
Junior Staff Nurses : 37 (78.7) & Interns: 10(21.3)
Status : Religious - 3( 6.4) & Lay people- 44 (93.6)
Institutions studies: St. Martha’s - 31(66.0) & Others - 16 ( 34 0)
Mean Duration of Service: 2.09 yrs (range 2 months to 10 yrs)
Inservice Education received : 45 ( 95.7)
Qualification: G.N.M.- 45 ( 95.7); B.Sc.-2( 4.3) & Additional degrees - 2 ( 4.3)
GENERAL FUNCTIONS OF MANAGEMENT :
YES
' NO
1. Someone available to communicate problems
2. Complaints are heard
3. Feel part of a team
4. Knows the mission of the hospital
5. Promotional avenues available
6. Orientation received when joining institution
7. Feels appreciated
8. Feels policies/ rules are fair
9 Knows employee service rules
10. Opportunities to give suggestions
11. Availability of personnel for guidance
12. Work area comfortable and safe
13. New skill training received
14. Has a job description
15. Participates in special functions
43( 91.5)
36( 77.0)
47(100.0)
47(100.0)
30( 63.8)
45( 95.7)
42( 89 4)
42( 89 4)
40( 85.1)
30( 63 8)
22( 46.8)
45( 95 7) .
40( 89.4)
44( 93.6)
35( 74 5)
4( 8.5)
11(23.0)
0( -)
0( -)
17(36 2)
2( 4.3)
5(10.6)
5(10.6)
7(14.9)
17(36.2)
25(53.2)
2( 4.3)
7(14.9)
3( 6.4)
12(25 5)
NA
0(- )
0(- )
0(- )
0(- )
0(- )
0(- )
0(- )
0(- )
0(- )
0( - )
0(- )
0(- )
0(- )
0(- )
0(- )
esteems*
3.
4
P.&.
o-tXcqc/./n_e vcewect
4y
doa^c/ .
siiouid the hospital be a Maternal & Child .Health institution or a tieneral Hospital Y
Should the hospital be run like a Corporate or Mission Hospital ?
Will Scientific Advancement affect the humane aspect of care in the Hospital ?
Are the rules and regulations fair and equal for all categories of Staff?
Should the Institution take a social standing on issues related to maternal and Child health ?
Corvi
6^-.|^
Dc<tTc2.,5 _
I
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Merna
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1„
'
dr. Salina fais
A. Jayarajan
C,S. Rajan
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C.M. Balakrishna
K.S. Geetha
K.V'. Raghuram
S.V. Vai j ayanthi
8.
Geethsijali
8.3. Giridhar
ta A
Ke shar arxrxhy
S.K. Sharra
3hubha naxa Rao
Kishore Saindzr
N . K. Ghoras
K.G. Rajaram
Sanjiv Rao
H.N. 'Jsea
Mukesh
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Shobha K. Guci
rusba Reddy V.G.
Sasavaraju
rraveena Shenoi
Y.A. Suresh
j ayaaehilal
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mitea An-1’!
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Rajesh
JUNIOR SPECIALIST
32.
Dr. N. Ar^f Kumar
33•
Dr. Ganesh Prasad
34.
Dr. Bharathi B.
35*
Dr. Narayan.C. Hebsur
36.
37.
Dr. Narendra Kumar R.
r
Dr. RamaJ ingaiah
38.
Dr. Narendra Babu
39.
Dr. Ashwini T.S.
40.
Dr. Dineswara U.
41.
•Dr. Rosemarie K.
42.
Dr. Sunu Dominic
43.
Dr. Bharati S. Haiti
(
44.
Dr. Vijay B. Girisagar
‘
45.
Dr. Vinay K.K.
(
46.
Dr. Fushpa R. Lengade
£
------------------------ ------------------------------
SI. No.
Name
(Pl+5Wo
1 . Dr. Syed Abdul Ahad
2. Dr. K.T. Surendra
3. Dr. Fadmini Isaac
4. Dr. A. Subbanna Shetty
5. Dr. S. Sanjay
6. Dr. Mary Varghese
7. Dr. J. Daniel
8. Dr. P.O. Dore
9. Dr. B.K. N. Murthy
10. Dr. A. Jagannath
11. Dr. Begum Rawoof
12. Dr. Jagadeesh
13. Dr. 0m Prakash
14- Dr. A. Sridhar
15. Dr. Prathiba S.
16. Dr. Dliruva Kumar
17. Dr. Prank Lesly Robert
18. Dr. Mercy Sabu
19. Dr. Mary Chandrakumtiry T.
20. ' Dr. Shanker Ram
21. Dr. H.S. Salahuddin
22. Dr. Saroj Kumar Nath
23. Dr. N.C. Sarker
_---- - ---------------------------------------------1. Asst. Administrator
2. Finance Manager
3- Accounts Officer
4. Personnel Officer
5. Hospital Engineer-
X'-rJo
SCHOOL OF NURSING, ST. MARTHA’S HOSPITAL
b-1 —
LIST OF STUDENTS - SEPTEMBER194 BATCH
SL.
NO.
1.
names
A. ANTHONIA (SR.)
2. ANCY GEORGE
■s /" ANCY PAUL
SL.
NO.
NAMES
51.
LISHY JOSEPH T.
32;
MAGI MARIA GEORGE
5?^
MARI REBEKA S.
ANITTA ANTONY
54.
MALLIKA PUSHPA RANI
ANTHONY MARI A.
5>'
MARGARET FERNANDES
BSANU REKHA K.
56.
MINI K.
7.
BILBY K. JOHN
57.
NANCY DIANA RODRIGUES
8.
BUTU K. CHACKO
58.
NAVAJYOTHI S.
^/BINDUMOL MATHEW
59r
RANI JOSEPH
5.
10,, 'BEAULAH MANOMNAI S.
RSJI THOMAS (SR.)
11.
C, AUX1LIA
4ir'
reena c.p. (SR.)
12.
CYNTHIA ROSHAL CUTINHA
42.
RINNY JOHN
13.
IMMACULATE CYNDRELLA
45.
SAJI C.S.
14.
DAISY MATHEW (SR.)
44.
SARAMMA M.K. (SR.)
15./ DEKEY PALZOM
16. D. IGNATIUS A. DEEPA
45.
SAVARIAMMAL A. (SR.)
460
SHIGY P.V.
17.
ELARUTH LEPCHA
47.
SHILA ABRAHAM
18.
FERNANDES N. MANUEL
48.
SON IIA MARI
19.
GRACY LOBO
49.
SOPHIA S. POOVATTIL
20.
H. SAKINA
50.
21Z ' IRENE P.J.
51.
SOIKUTTI MATHEW
SUNITSA NAYANA VAS
22.
JACINTRA PINTO
5.2<
SUSHEELA MARY A.
23.
JAMINA JACOB
55.
URMILA MONDAL M.
24.
JANET D’SOUZA
54.
VIMALA C.
25./ 7TAYAM0L J9SEPH (SR. )
55.
VALENTINA D’SOUZA (SR.)
26.
56.
ROSE MARI DOMINIC (SR.)
JENNIFER ANN ODGERS
"JOMCY
GEORGE
27./
28.
JULIA JOSEPH
29.
JULIE P.E.
50.
LILY D’SOUZA (sR.)
Data«
OJ.O7.1998
(Sr. Arms Karie)
PRINCIPAL
i
SCHOOL OF NURSING, ST. MARTHA1S HOSPITAL
LIST OF TEACHING FACULTY & OFFICE STAFF
sL.
NAMES
NO.
DESIGNATION
EXPERIENCE IN
ST. MARTHA'S SCHOOL
OF NURSING
TEACHING FACULTY:
1.
SR. ANNE MARIE
PRINCIPAL
14 YEARS
2
MS. KAMALA SANTIAGO
ASST. PRINCIPAL
16 YEARS
3.
MS. VIOLET SHOBANA MATHEW
SENIOR NURSING TUTOR
11 YEARS
4.
MS. SUSAN GEORGE
SENIOR NURSING TUTOR
9 YEARS
5.
MS. ELSIE RAJAN
SENIOR NURSING TUTOR
8 YEARS
6.
MS. HELEN ALEXANDER
NURSING TUTOR
2i YEARS
7.
MS. NEETHI SUSAN MANI
NURSING TUTOR
years
8
MS. GLORIA AURAHAM
NURSING TUTOR
2i YEARS
9.
MS. SUNITHA K.S.
NURSING TUTOR
2y years
10.
MS. MARY SHAGEELA C.X.
NURSING TUTOR
1 YEAR
11.
MS. V5R0NI C A J • SALDAui HA
NURSING TUTOR
7 years
12.
MS. oicilyamma v.j.
NURSING TUTOR
1 YEAR
13.
14.
MS. SALCMI THOMAS
MS. AGYMOL JOSEPH
NURSING TUTOR
CLINICAL INSTRUCTOR
3 YEARS
2 YEARS
15.
MS. SUSAN KUMAR
CLINICAL INSTRUCTOR
YSARS
16.
MS. ELIZa REENA
CLINICAL INSTRUCTOR
1 YEAR
OFFICE STAFF:
1.
MS. 3. NIRMALA
I
LIBRARY asst.
9 tears
2.
MS. R. CHITRA;
ACCOUNTS ASST.
5 TEARS
3.
MUKUNDA ni
MR.
I
CLERK-TYPIST
3 years
4.
MR. P. DEEPAKi
CLERK-TYPIST
2 YEARS
5.
MR. J.A. PATRICK
ATTENDEE
22 YEARS
6.
MS. L. BRUGIT
SWEEP EH
20 YEARS
Date:
07.07.1998
(Sr. Anne Marie)
principal
SBRTEMBER'96 BATCH (IIND XisAS.)
SL.
NO.
SL.
NO.
SAMES
1. R. AHALA VALARMATEI (SR.)
2. ANGY GEORGE
3. ANGELINS GRACY NORONHA
4. ANJU BAEZ
5. ANITHA D1 SILVA
6. ANNANNA STEPHEN
7. ANN MERLIN JOSEPH
8. -'ANUMCL CHACKO
9. ARULSEELI C. (SR. )
lQx"'CAPRINA OOP?
11. CAROLIN DAWN D’MONTE
12. CLERA MENEZES
13/-DAISY A. (SR.)
14^ daisy p. (SR. )
15^-DEEPA KU RIAN
15. DEEPA T. MATHEW
17. DO RIN THERESA FERNANDES
18. FRANTZ CANDICE ANTIONETTE
13;i£C-LOHY P. (SR.)
20/- SAC INTHAD'SILVA (SR.)
2L<- JANCY JOHN
22. JENEVEW D'SOUZA
2J< JINY JOSEPH
24. LISSAMMA T.V.
2^ LIZY P.O. (SR.)
26<^LUXI KUP.IAKOSE
27. MARIA THERESA SHANTHI S.
28. MIRIAM PAULINE N.
2°. MARY ANN S.
JO. MARY A.p. (SR. )
31. MARY JESINTEA
32Z" MARY PATRICIA SHALINI P.
3JT D. MARY VASANTHA
34. MENDCNSA LORNA MARIA
MINIMOL GEORGE
36. NAIBY VARGHESE P.
37. HIRHALA ROSE KUMARI
38. RAJH-'OL PHILIP
39./ REGINA B.
IQs' RIHLXOL JACOB
41. SAJITEA ANTONY K.
42. SALT M.V. (SR.)
43. SARASWATHY K.
44. SAVITHA D'SOUZA
45^ SHAIBY MICHAEL (SR.)
46. SHEEJA F.P.
47Z^SINI SEBASTIAN K.
48. SMITHA GEORGE
49. SMITHA VARGHESE
50. SUNITEA LOBO S.
51.x- SUSANNA THOMAS
52. VE52JA J.H.F.
53. VERONICA LOBO
54ZX SUBI PHILIP
NOTE:
NO. OF INTERNS No. OF STUDENTS NO. 0? STUDENTS -
95 BATCH
xEAHSy
NAMES
l.v-' ANITHA IRIN MATHIAS
2.
ANITHA MARIA TELLIS
3v/ ANITHA s.
4.
ANTONY MARY SOOSAI (SR.)
5.
AXMINI N.V. (SR.)
6. /ASHA VIN.CBIT
It/ ASHULI KAINEE (SR.)
8.^ A. JYOTHSNA
9-Z A. LUCY
10.
BETSY ABRAHAM
11.
BIJI MATHEW
12.
C.M. JESSY MATHEW (SR.)
13.
daisy n.m. (sr.)
14.
dsiat SREENA
15.
DSENAMMA MATHEW
l&X D.F. SILVA MATHU MATHI (SR.)
17.
FLORDIE GEETHA LOBO
18.
G. MARIA DAYANA
19.
H. ANGEL MARY
20. / HANNIE PRESCILA G.
21Z JS3VA K.G.
22. z J. JOYCE
23/ JULIE THOMAS
24. _ JYOTHI PRESCILA LOBO
25Z LAI JI C.L. (SR.)
26.
LAVEENA EDNA SHAILA PUT0
27. . LEG! GEORGE
28Z'" LINCY ANTONY
29.
LITA CLARA CHANDRA PRiHiA D'SOUZA
30.
LUCY GEORGE (SR.)
31. x LYDIA REEHA PINTO
3?.z
MARY THOMAS
33. / Mary Joseph (sr.)
34uz MARYKUTTY THOMAS
35. „ MAREES T.V. (sr.)
3(i.z M. AGNES SREELA
37. /NEENAM0L C.J.
38Z NICOLA SHIAN JIN CHES
39.
NIRXALA THOMAS A.T.
40.
N. SUGANTHI NAY AG AM
41.
REEMA DOLLY
42.
RESNA KURIAN (SR. )
43.
30SAMMA THOMAS (SR.)
44.
SAPNA JOHN
45/z sharmila l.
46.
SHIJI A.C.
47w/- SHINEY K.O.
48X SIKI VARGHESE
49.
SIMONE D.J. ALEXANDER
50.
SIMPLE JOSE
51.
SIMI JOSE
52^ SMITHA ROSILDTD
53.
SMITHAMOL JOSE
54.
SONIA MATHEW
55.
SUJA SAMUEL
<56.
TANIA MARY PENTONY
57.
THRESIA T.J. (SR. )
58.
USEAS D. ANNS
-_5<
SHIJI 'THOMAS
Sept'94 Batch =56
Sept'95 Batch » 59
3aot'96 sate.-. = 54
Anns Marie)
List of Nursing Staff
Senior Ward Sisters/Ward Sisters
01
02
03
04
05
06
01.04.1975
15.07.1980
01.03.1984
01.12.1984
:26.06.1989
20.09.1991.
Mrs.Qnanam Jayraj,Senior Ward Sister
Mrs.Alsyarma Varghese,Senior Ward Sister
Mrs.Mary John, Senior Ward Sister
Mrs.Pauline Lobo,Ward Sister
Ms.Ermelinda F.R,Senior Ward Sister
Mrs.Elsanna Chacko.Ward Sister
07
08
09
01.01.1994
01.09.1995
11.09.1996
Mrs.Sagayanary Manuel,Ward Sister
Mrs.Philcrrena Mendez.Senior Ward Sister
Mrs.M.M. Fernandez,Ward Sister
Nurses
01
02
03
04
05
06
07
08
09
10
11
12
02.09.1993
12.04.1994
01.03.1993
02.12.1996
08.07.1996
18.07.1994
17.01.1995
01.02.1995
01.08.1995
19.01.1998
26.03.1994
17.07.1995
Mrs. Anr.anrna George
Mrs.Kandida Mary
Mrs.Molly Anthony
Mrs.Sarasa W.Raj,
Mrs.Mercy John
Mrs.Molly George
Mrs.Mar;.’ Jacintha
Mrs.Velanganni Pushpa
Ms. Thresiarcroa Joy
Mrs.Colleen Zacharias
Ms.T.Sara Lovely
Mrs.Gracy L.D'Cunha
Staff Nurses
01
02
QZ
04
^D5
06 ',/
07
08 Z
U19
U 3.
-4.2
w
15/
16
-•17
18
19
20 S
01.03.1996
05.03.1996
06.05.1996
15.05.1996
15.03.1996
10.09.1996
14.09.1996
02.09.1996
04.11.1996
01.09.1996
02.01.1997
19.09.1995
15.01.1996
12.12.1996
08.11.1995
21.04.1997
09.04.1997
09.01.1997
01.09.1997
01.09.1997
Ms.Navakani
Mr.Benny M. Thomas
Ms.Jyothi Mabie D'Souza
Mr.SiJu Stephen
Mrs.I.S.Nazeene
Ms.Shanzhi Fernandes
Ms.Ani Mathew
Ms. Leela J
Ms. Lisamma Abraham
Ms.N.Mary Prema
Ms.Hilda Mary^
Ms.Sheeba Varghese
Ms.Shiji Thomas
Ms. Lovely Abraham
Ms.Shiby Susan John
Ms.S.Stella Mary
Mr.Re-on K.J.
Ms.Daisasnna P.A
Ms. Vin-ala A
Ms.Salo.~v Francis-/
21 4
22 y
23
2V'
25 /o vX
26 a
27 ii^z
J28
29
30
x2Tl
32 As
33 /z.
34
35x
3p'’
37
38
39
01.09.1997
01.09.1997
01.09.1997
28.09.1997
01.09.1997
01.09.1997
01.09.1997
31.07.1997
02.09.1997
02.09.1997
02.09.1997
01.12.1997
01.01.1997
04.06.1997
09.12.1997
05.01.1998
19.01.1998
02.01.1998
20.09.1997
Ms.Violet Rodrigues■/
Ms. Solly Joseph x
Ms. Mary T.G.-Z
Ms. Sini Mathew 'z
Ms. Vijirocl P.C '
Ms.P.Amala Sudha J
S.Elizabeth C.George
Ms.Arunima
Ms.Sreedevi T
Ms. Sheeba M.G
Ms.Beena Sarian
Ms.Eeena Xaviar-/
Ms.Leonie Leahy /
Ms.Jininole Anthony K
Ms.Sonia John
Ms. Maria Selvi
Ms.Saji Philip
Ms. Savithrarma
Ms.Sincyrtole Thomas
04.03.1998
04.03.1998
04.03.1998
04.03.1998
04.03.1998
04.03.1998
04.03.1998
04.03.1998
05.03.1998
12.03.1998
20.04.1998
23.04.1998
23.04.1998
29.04.1998
24.04.1998
04.05.1998
Ms.Mary Florine Monteiro
Ms.Shobha C.G
Ms.Muthumani
Mr.Binu Kurian
Mr.BiJu K.Easow
Ms. Usha M.K
Mr.Anish Thomas K
Mr.Jojo Sebastian
Ms.Sudhamani
Ms.Minimol K.C
Ms. Jainarrma John
Ms.Li j i Abraham
Ms.Milly Jacob
Ms.Jollykutty K.J
Ms.Shashikala B
Mrs.Mariam Abraham
INTERNS
•OliiU
02m
03m.
04 4,05 ii.
06 cl
07ct
(98\ >
<0Si,5
IO,,-;
11?.12;/
13 n
14>J
15
16
Staff Nurses on Bond - 50 .
01
02
03
30.11.1996
01.09.1996
01.09.1996
01.09.1996
01.09.1996
01.09.1996
— 07--------- 01709.1996"
XOfr'
01.09.1996
00^
01.09.1996
01.09.1996
hlX"
01.09.1996
12
01.09.1996
13
01.09.1996
01.09.1996
15
01.09.1996
16
01.09.1996
17
01.09.1996
18
01.09.1996
01.09.1996
19
Ms.Annet Priya Monteiro
Sr.Ancy Joseph
Ms.Anitha Mathew
Ms.Annie John?
Ms. A. Anthoniamnal Celine
ISs.Anancia Maly G
~ Ms ."Beena “Josephu-Ms.Beena Victoria CJ
Ms.Bindu Anthony
Ms.Bindu Kallumkal
Ms.Binu Joseph
Ms.Charulata Baruah
Sr.Claranma Antony
Ms.Dalia Math&w
Ms.Dayemol Abraham
Ms. Deepa Joy
Ms.Dorothy D'Souza
Ms.D'Souza Angelia M.Leonard
Ms.D'Souza Dalia Francisca
20
23"
2<
25
26
2V
28
29-
•10-
31-—
32—
IT
35
36
33
39
4041-"
•43
47—
48
5Q—
5255
56
59
60
61
01.09 1996
01.09 1996
01.09 1996
01.09 .1996
01.09 .1996
01.09 .1996
01.09 .1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09. 1996
01.09. 1996
01.09. 1996
01.09 1996
Cl. 09 .1996
01.09 .1996
01.09 .1996
01.09 .1996
03,-09 1996
01.09 1996
01.09 1996
01 09 1996
01.09 1996
01.09 1996
01 09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.09 1996
01.39 1996
01.39 1996
01. cb 1996
01.39 1995
oi.ob 1995
vMs.Francina A
Ms.Gertrude A
Ms.Gincymol Joseph
Ms.Gracy Mascarenus
Ms.Jenny Thomas
Ms.Judith Evelyn Fanaken
Ms.T.Josephine Mary Cleatus
Ms.Antanitta Viji A.P
Ms.K.J.Kcchurani
Ms. Cicilanrna Jose K
Ms.Leena K.P
Ms.Liji Joseph
Ms.Liji Paul
Sr. Lissy M. C
Ms.G.Little Flower
JJr.Mareena K.A
Ms.Michael Mary E
Ms.Moly E.C
Ms.Moliamma Thomas
Ms.Mirmala M.Jyothi A.N.
Ms.Premalatha B
Ms.Reena Joseph K
Ms.Rita C.V
Ms.Salini K.Joseph
Ms.Shanthi Mendonca
Ms.Shelly Paul
Ms.Shyni Varghese
Ms. H. P.. Shyla Rexy Rose
Ms.Soye Joseph
Ms.Suja V.Simon
Ms.Suniarnna M.M
Ms.Sunitha E.V
Ms.Swapna A
vMs.Tassania Ann Weston
Ms.Valsa T.O
Ms.Vimal P.M
Ms.D'Souza Valentina Gabriel
Ms.Shiji Manuel
Ms.Josephinw-^.
Ms.Lisy E.K..■/Ms. Ancilla Veena Rodrigues
Sr.Mary C.A
C orvT tA- G'A-19ILL Fifty
general administration
01
02
v03
04
05
\-86
UJ7
08
09
11
f-12
13
vl'4
W'15
vlS
vd.7
vdB
19
V20
^21
(a A
01.10.1979
12.05.1977
07.05.1974
03.01.1977
01.04.1977
20.04.1977
01.10.1979
01.07.1981
01.07.1976
01.10.1986
03.07.1989
11.09.1989
06.05.1991
16.04.1992
01.10.1992
02.11.1992
01.09.1994
26.06.1995
17.06.1996
01.02.1996
22.12.1997
MAINTENANCE
01
06.04.1976
c02
01.10.1968
t-03
26.06.1973
v-04
01.06.1980
■U35'
01.07.1984
01.01.1967
U)6
07
01.11.1986
08
01.02.1988
27.12.1989
09
07.02.1991
01.10.1992
02.09.1992
12
10.09.1992
uT3
J4
14.09.1992
01.10.1981
15
08.03.1993
16
15.05.1995
17
01.03.1996
01.03.1996
19
Mrs.Mary Christina, PS to Administrator
Mrs. Mary Fatima,Senior Clerk Typist
Mrs.Thelna Kumar,PS to Med.Supdt.
Mrs. Philomena Rani, Senior Clerk'
Mrs. Mary Magdalene,Sen.Grad.Clerk
Mr. K.Chandrasekaran, Sen. Clerk Typist
Ms.Susheela C,Clerk
Mr.A.Anthuraj,Clerk Store Keeper
Ms.S.Violet,Clerk Store Keeper
Ms.Philo Lazar,Receptionist
Mrs.Alice S.Robert,Sen.Clerk Typist
Mrs.Sachita Y,Clerk Typist
Mr. C.G. P-aroash,Clerk Typist]
Mrs.Violet Rarnani, Jr. Stenographer
Mrs.Nirmala B,Library Asst.
Mrs. Rosaima Churmar, Teacher
Ms.Dhanakoti, Clerk
Mr. N. Makanda, Clerk Typist
Mr.P.Deepak,Clerk Typist
Ms.Noella Sequeira,Part time Receptionist
Ms. Mary Flora,Receptionist
/V)
Mr. M.D. Ameer, Sen. Electrician
Mrs.Mary Selvam,Sen.Tel.Op.
Mrs.Deepa Srinivasmurthy,Sen.Tel .Op
Ms. J. Veronica,Sen.Tel .Op.
Ms.P.Shanthi,Sen.Tel. Op.
Mr.S.George,Sen.Driver
Mr.Balraro Singh,Driver
Mrs.Asha Baku,Tel. Operator
Mr.John Stanley,Sen.Store Keeper
Mr.S.E.Krishna,Electrical Supervisor
Mr. Mahadeva,Driver
Mr. Preston J.Aden,Driver
Mr.G.R.Shashi Kiran.Asst. to Hosp;Engr
Hr.Sriranga,Diesel Meeh.Electrician
Mr.Arokiaraj Franklien,Stores Manager
Mr. Irudaya Raj,Driver
Mr. D. R. K. Murthy, Grounds Supervisor
Mr.U.Bastian,Driver
Mr.Anthony Raj,Driver
j
PARAMEDICAL STAFF Q
DENTAL
v01
'-02
v03
EOG
01
t 02
v03
>-04
—— 9fr-
Q.Dx')
01.07.1980
15.09.1994
17.08.1973
Mr. Y. Krishnamurthy, Dental Tech.
Mrs.D.Farooq,Dental Hygienist
Mrs. Lourdnary, Dental Hygienist
01.02.1967
01.06.1978
01.11.1982
17.10.1992
17.10.1992
Ms.Hilda Fernandez,ECG Tech.Asst.]
Mrs.Aleyarana V.C,ECG Tech.Asst. j
Mr.Andrew Devasagayam,Sen.ECG Tech.Asst.
Mr. B. S. Govindaraju, Jr. ECG. Tech.
Mrs .'Man Jul a. Jr. EOG. Tech.
ORTHOPAEDICS
i
-tiEC
'£ PT 5
01
02
'-03
20.07.1973
01.09.1997
23.10.1997
04.11.1997
01.12.1997
01.12.1997
12.03.1998
04.06.1998
'—05
06
v07
08
0E4THALM0L0GY ' Of
-"01
15.01.1970
MEDICO SOCIAL UNIT;
01.03.1988
06.01.1994
20.01.1997
-01
“02
■._.O3
E.N.T
Mrs. Anthoniarcma Lazar,Phy.Tech.Asst.
Ms.Sneha Marina, Jr. Physiotherapist
Mr.Arjun B.V,Jr.Physiotherapist
Mr.Shinu K. Punnoose, Jr. Physiotherapist
Ms.Manju K,Jr. Physiotherapist
Ms. Isabel Sugritha,Jr. Physiotherapist
Ms.Vandana Deshroukh,Jr.Physiotherapist
Mr.Panduranga Setty.Chief Physiotherapist
Mr.Suresh Ravel,Part time Refractionist
)
Mrs.M.K. Geetha, Medico Social Worker
Mrs. Umavathi Rai,Medico Social Worker
Mrs.Maria C.A.Crasta. hfed. & Psy.Soc.Worker
(jl)
,—01
01.06.1992
Mrs.Mangala Narayan.Part time Sp.Th. & Audiol
FAMILY WELFARE DEPARTMENT ( F
tfll
12.09.1995
(
DIETARY
,of
u01
02
-03
-04
-95“06
07
■vd)7
-08
09
10
11
12
Ms. Nafeesunnisa. Dietitian
L
12.10.1974
25.07.1992
17.11.1993
01.03.1994
11.03.1996
06.05.1996
01.10.1997
C.LABORATORY
i-Of"
-02'
-03
04
05
?.Instructor
'
05.06.1996
RADIOLOGY
Mrs.Kumari Baptist,N
'
01.09.1980
23.12.1981
21.04. ,q86
01.ll.-u89
02.04.1990
05.08.1992
05.04.1993
08.05.1993
01.02.1994
17.08.1994
16.06.1997
01.07.1997
Mr.Thomas K.George, Radiographer
Mr. I saac Pugaz henthi. Jr. Radiographer
Mr.Gerald Raj,Jr.Raaiographer
Mr. A; Mohan Kumar, Jr. Radiographer
Mr. Be joy Augustine, Jr. Radiographer
Mr. K. Surendran. Jr. Radiographer
Mr. P. Thiruvarangam. Jr. Radiographer
I
Mrs. Chandraleela, Senior Lab. Tech.
Ms.jilius Christy,Senior Lab.Tech.
Mr.Lincoln N.Rajan,Tutor Technician
Mrs.S.Vijaya, Lab. Technician
Mrs.Rosily Jose, Lab. Tech. Asst.
Mrs.Nirmala M.Mary,Jr.Lab.Tech.
Ms.Jinimol Mathew,Jr.Lab.Tech.
Mrs. Mary Matilda^ Jr .Lab.Tech.
Mrs.Betty Shanthakunam,Jr.Lab.Tech.
Ms.Anthony Mary, Jr.Lab.Tech.
Ms. Thriven!, Bioc'. lemist
Mr.Vijayakumar S,Jr.Lab.Tech.
r
i___ . -■
'
01
®02
'-(J3
06
08
OS
10
12
14
^15
U6
'
1r
— »-■
03.12.1973
03.06.1972
01.10.1979
01.01.1984
18.03.1985
20.4.1987
17.07.1989
21.02.1992
10.09.1992
26.12.1992
26.04.1993
30.04.1993
17.05.1993
31.05.1993
21.07.1993
12.04.1996
- -—— '■■— -i■ i etf -t ■■r-r>z~
Mrs. M. A. Prazhima, Asst.. Accounrant
Mr.Ignatius Benjamin,Asst.Accountant,
Mr. W.P. Borthwick. Sen. Accts. Asst.
Mr. A. Jayalnzar, Sen. Accts . Asst
Ms.Shobha J.Rao,Sen.Accts.Asst
Mrs. S.Malini. Sen. Accra. Asst
Mr.Joseph Ealraj,Accra.Asst
Mr. Martin S. Seel an, Accts. Asst.
Mr. Shivamadaiah, Accts. Asst
Mr. M.C.Nataraja, Accts. Asst.
Mr.C.Nagaraja,Accts.Asst
Mr. Ramakrishna. Accts. Asst
Mr.Venkatesh Kunar,Accts.Asst
Mr s. R. Chi tra. Accts. Asst
Mrs.Theresa 7ijaya,Accts.Asst
Mr.Venkatesh BS,Accts.Asst
MEDICAL RECORDS DEPARTMENT
01
12.08.1967
Mr.V.R.SivarAss Pillai .Sen.Mee.Rec.Asst.
^2
03
-84
05
06
i
12.10.1970
10.07.1968
23.11.1970
01.06.1978
01.09.1978
29.04.1995
Mrs.Munavar Sultan.Senior Clerk
Ms.Manuel Mary,Sen.Clerk Typisr
Mrs. Regina ArckianaThsn. Sen. Clerk
Mrs.Navi1 la Sagayanathan, Junior Clerk
Mrs.M.Elizabeth,Asst.Clerk
Ms.J.Jeeva,Med.Rec.Technician
ST. MARIHA 'S HOSPITAL, BANGALORE 560 001
Personnel Department
L^st of CL IV Employees -
Data of Appt*
July 1998 (updated)
Hama and Designation
1 .6.1970
Mr. D. Nagaraj, Electrician
1 .12.1976
Mr. M. Jfenickam, Tailor
1.6.1978
Mr. M. Dayalan, Electrician
7.1.1996
Mr. A. Don Bosco, Carpenter
3.6.1972
Mrs. A. PhiloEP Marthy, Attendant
4.11.1973
Mrs,. Charlotto Samuels, Housa Keeper
28.6.1978
Mrs. Olive D'Sauza, House Keeper
6.5.1957
Mr. J. Jacob, Senior Yiard Boy
1 .8.1962
Mr. A. Anthuraj, Senior Ward Boy
15.1 .1963
Mr. NJ. Arulappa, Senior Ward Boy
. 8.6.1963
Mr. CJ. Arulappa, Senior 'Ward Boy
1.11,1964
Mr. J. Anthony, Senior Ward Boy
1.6.1966
Mr. J, Arulappa Sirosh, Ward Boy
1.7.1967
Mr. A. Joseph, Gataman
22.5.1972
Mr.-?. Anthony, Ward Boy
1.4.1973
Mr. Elias Raj, Ward Boy
19.12.1973
Mr. J. Francis, Ward Boy
20.12.1974
Mr. A. Benjamin, Ward Boy
1.1.1965
Mrs. S. Mary, Nurse Aid
14.7.1966
Mrs. S. Lily Pushpa John, Nurse Aid
16.4.1968
Mrs. A. Salvia, Nurse Aid
6.5.1968
Mrs. C .P . Mary Josephine, Nurse Aid
1 .6.1968
Mrs. Rita Pushparaj, Nurse Aid
24.
30.11 .1971
Mrs. A.S. Rita, Nurse Aid
25.
26u-JZ
1.6.1972
Mrs. A.Shanthi Maria Bushan, Nurse Aid
20.6.1972
Mrs. Shanthauma, Nurse Aid
27.
1.10.1972
28.
1.10.1974
29.
1.10.1974
Mrs. Lourdmary Yagappa, Nurse Aid
f
Mrs. Lily Maria, Nurse Aid
s
*
Mrs. K. Ninnala Reddy, Nurse Aid
30.
^3^
1.3.1975
Mrs, Irudiamary, Nurse Aid
1.6.1978
Mrs. D. Vijayakumari, Nurse Aid
&
1.6.1978
Mr. AJ. Patrick, foon
V33.
9.9.1959
Mr. J. Rayappa, Senior Cook
34.
1.7.1970
Mr. 3.K. Ramachandra, Dhobi
\-z35\
1.6.1978
Mr. M. Muniappa, Dhobi
15.6.1965
Mr. J. Anthony, Gatoman
1 .5.1967
Mr. A, Alphonse. Mali
37 a
SI.No.
Dati? of Appt.
^38,
1.9.1968
Mr. J. Anthony D’Cruz, Halpor/Vfard Boy
39.
1 .3.1969
Mr. M. Remit: 1, Watchman
^40.
5.11.1969
Mr. A. Anthony, Watchman
V41.
8.3.1973
Mr. C, Yagappa, Hatchman
42.
9.2.1974
Mrs. Halen David, Helper
43.
1.3.1973
Mr. R. Arasu, Helper
13.12.1974
Mr. 'J7 Balappa, Holpor
v_45\
1 .4.1976
Mr._Gj,..KanicktraJ, Helper
46.
1 .7.1976
Mrs. P« Elizabeth, Helper
^4f.
1 .6.1977
Ms. L. Catherine, Helper
48.
1 .6.1978
Mrs. D. Chandransma, Helper
49.
1 .6.1978
Mrs. A .M. Sagaya Rajeshwari, Nurse Aid
1 .4.1977
Mr. S. Sebastian, Helper
51 .
1 .5.1978
Mrs. M.A. Amalanary, Helper
52.
1 .7.1979
Mrs. B. Elizabeth, Helper
53.
1.9.1979
Mrs. Qnanaradha, Helper
54.
1 .9.1979
Mrs. Lakshmi Devi, Helper
55.
1 .9.1979
Mrs. N. Saraswathy, Helper
56.
1 .3.1981
Mrs. J. Alcya Theresa, Helper
57.
1.3.1981
Mrs. Mary Elizabeth, Helper
58.
1 .1.1983
Mr. Anthonyswamy (Dass), Mali-Helper
59.
1 .1.1983
Mr. G. Krishnanurthy, Mali-Helper
60.
1 .1.1983
Mr. S. Alphonse, OT Attander
Ur.
1 .1.1983
Mr. Francis Xavier, Mali-Helper
V62.
1.1 .1983
Mrs. M. Sushoala, Helper
63.
1 .1.1983
Mrs. S, Carol ins, ifery, Helper
64.
1.1.1983
Ms. M. Magdalene Mary, Helper
65.
1.1.1983
Mrs. Mary Josephine, Helper
66.
1 .1.1983
Mrs. A. Stella, Helper
67.
1.1.1983
Mrs. Eleanor R. Standon, Helper
V6^
1.1.1960
Mrs. Anthonianroa Aseervatham, Sweeper
69.
15.6.1960
Mrs. Irohanma P, Sweeper ■
70.
15.1 .1964
Mrs. Jayamary Michael, Senior Sweeper
71.
1.1 .1962
Mrs, G. Chellamme, Senior Sweeper
v/f2.
1.1.1964
Mrs. Rajamma Sebeitian; Sweeper
73.
15.2.1964
Mrs. S. Philomena Chlnnappa, Sweeper
74.
1.7.1965
Mrs. Arul Mery, Sweeper
75.
-7^
1.6.1966
Mrs. Anthoniannia Sweeper
11.1.1964
Mrs, Sharada Manibalan, Sweeper
77.
1 .1 .1965
Mrs. PhilotMna Mathu, Sweeper
44.
•
Name and Designation
Sl^o^
Data of Aunt.
78.
10.6.1964
Mrs. Chellanzoa Veeraswanry, Sweeper
1 .7.1967
Mrs. C. Mariasma Chinnappa, Swacpor
80.
1.7.1967
Mrs. FUshpa Theresa Anthony, Sweeper
81 .
1.5.1968
ltrs. Powneatha Gopal, Sweeper
82.
1 .6.1978
Mrs. Arpudha Mary, Sweeper
1.8.1968
Mrs. M. Amaravathy, Sweeper
84.
1.10.1967
Mrs. T. Sisal Mary, Swaeper
85.
1.3.1966
Mrs. Gowracna Chiokanna, Swaepar
86.
1.9.1971
Mrs. X.G. Mary, Sweeper
67 •
1 .9.1973
Mrs. V. Nagarma, Swoeper
88.
1 .3.1973
.Mrs. Rita Anthonyswamy, Swospox
89.
1.6.1973
Mrs. Philomena Michael, Sweeper
90.
1.8.1978
Mrs. Lourdmary Simon, Sweeper
91 .
1 .11.1980
Mrs. Lourdmaxy Jaya, Sweeper
92.
1.3.1981
Mrs. P. Calin®, Sweeper
t-93.
16.3.1981
Mrs. L. Sridgit Morries, Sweeper
94.
1 .4.1981
Mrs. R. Sundox, Sweeper
95.
1 .1.1983
Mrs. P. Mallika, Swgopor
96.
1.1.1983
Mrs. V. Gnananmal, Sweeper
V 57 ■
98.
1.1.1983
Mrs. R. Amayanma, Swaopar
1 .1 .1983
Mrs. R. Lourdmary, Sweeper
99 j
1.4.1986
Mrs. G. Mary, Sweapor
1 00.
2.6.1986
Mrs.. Alankaramma, Swaepor
101.
1.11.1985
Mr. A. Gnanapcakasam, Helper
\_x4"02»
1 .11.1985
Mr. B.X. Sriniva saiah, Dhobi
103.
1 .11.1985
Mr. M. Chandra, Dhobi
1 04.
1 .9.1986
Mrs. Sagayanary, Helper
\^ro5.
30.9.1986
Mrs. Alphonse Mary, Helper
1 06.
1 .3.1987
Mrs. Sagayaiuary Christina, Helper
1 07.
1.3.1987
Mrs. Jayatnary Robert, Helper
1C8.
i^ro'9.
^rfo.
1.3.1987
$
1.2.1988
i
4.2.11988
Mrs. Sagayamary Elizabeth, HelperMrs. Stella Soundaraj, Helper
vHi.
1.2.1988
Mr. Sylvester Charles, Helper
U-+T2.
1.2.1988
Mr. C. Patrick, Helper
1.2.1988
Mr. V 34 . JAiniappa, Dhobi
2.11 $988
Ms. Philomena Solomon, Helper
115.
2.11.1988
Mrs. V. Susheela, Helper
116.
1 17.
1.2.1988
1.8.1988
Mr. D. Vincent, Helper
118.
1.7.1989
Mrs. Govindanxna P, Helper
114.
Nana and Designation
Mrs. Sagayalcurdmary, Helper
Mrs. Philomena Jayaraj, Helper
Pat? of Appt.
Name end Designation
1 .7.1989
Mrs. S. Jayanraa, Hclpsr
1 .7.1989
1 .7.1989
1 .8.1989
Ms. J. Leola, Helper
Mrs. Chowriamma, Helper
Mrs. K. Sujhoeia, Helper,
124.
1.8.1989
1.1.1990
Mrs. J^anjula Salaen, Helper,— ,
Mrs. Pushpa Doraiswamy, Helper
-s 1 ■ No.
119.
1 20.
•
f
^121 .
tX-22.
123.
1
M25.
1 .2.1990
Mr. J. Henry, Helper
f
ut261
1.11.1991
Mrs. Lee ma Rose, Helper
1
127.
1 .11.1992
Mr. Richard, Helper
128.
1 .11.1991
Mr. Venkatosh, Helper
129.
1 .5.1992
Mr. Elangovan, Helper
130.
1 .5.1992
Mrs. Vcnnila, Helper
131 .
1.11.1991
Mrs. Sophia, Helper
132.
1.3.1913
Mrs. Ajitha P.P, Hospital Aid
133.
1.3.1993
Ms. Evelyn Angol, Hospital Aid
134.
1.3.1993
Mrs. Mary Asha, Hospital Aid
V-735.
1.3.1993
Mr-. Rosy Shakeola, Hospital Aid
136.
1.3.1993
Mr. Upakara Raj, Hospital Aid
137.
1.5.1992
Mrs. M, Saroja, Helpor
13£<"
20.9.1993
Mrs. Gavimario, Helper
139.
20.9.1993
Mrs. Marie Philomena, Helper
140.
20.9.1993
Mr. Arokiadass, Helper
’^T41 .
142^
20.9.1993
Mr. K.A. VArghese, Helper
1
f
25.9.1993
Mrs. B. Rajoshrari, Helper
143.
2.11.1993
Mr. C.L. Rajan, Helper
144.
11 .12.1993
Mrs. Roscline, Helpor
•v^T45.
14.2.1994
Mr. P. Manlkya, Helper
146.
2.9.1993
Mr. Jayaprakash, Helper
1X7.
1.3.1994
Mr. 0. Subramanl, Helpor
148.
1 .3.1994
Mrs. K. Sudha, Helper
149.
31.3.1994
Mrs. Sagayamary M, Helper
150,
26.4.1994
Mrs. Regina,Mary, Helper
28.4.1994
Mr. Narayan S, Helper
152.
20.6.1994
Mrs. Graoey, Helper
153.
1.8.1994
Ms. Sindbu P, Hospital Aid
'--754,
1 .8.1994
Ms. Hemavathi G, Hospital Aid
L45S.
1 .8.1994
Mrs. Kuppatnroa, Helper
156.
1 .11.1994
Mrs. S. Lilly, He 1 par
K>f67.
1 .11.1994
Mrs, R, Lakshmi, Helper
158.
2.1.1995
Mr. Balraj, Helper
159.
1.5.1995
Mrs. Veronica, Helper
- 5 -
SI.No.
Data of Appt.
Naroo and Designation
VXo-
1.9.1995
Ms. Renuka, Hospital Aid
161.
1.9.1995
Ms. Usha Rani, Hospital Aid
162.
1.9.1995
Mrs. Anthony Maris, Helper
163.
1.9,1995
Ms. J. Queenia, Helper
164.
1 .9.1995
Ms. J. Philomena, Helper
165.
1 .9.1995 ■
Ms.'Mary Rosaline, Hospital Aid
166.
1 .2.1996
Mrs. Esther, Helper
167.
1 .2.1996
Sirs. Jyothi Mary, Helper
163,
1 .2.1996
Mr. Vlswanath, Helper
169.
1.2.1996
Mrs. L. Rosemary, Helper
1 .8.1996
Ms. Thanga Anitha, Hospital Aid
171 .
1.11.1996
Mr. A. Pater, Hospital Aid
M72.
1.11.1996
Ms. R. Nirmala, Hospital Aid
173.
1 .11.1996
Ms. Pramila, Hospital Aid
174.
1.11.1996
Ms. Sagaynmary, Hospital Aid
175.
1.11.1996
Ms. Gaetha C, Hospital Aid
176.
177^
15.5.1997
Mrs. Elizabeth Rani J, Helper
15.5.1997
Mrs. Utharinary, Helper
178.
16.8.1997
Mr. P. Paulraj, Helper
179.
1 0.1 .1998
Mrs. Norma Newbigging, House Keeper
180.
3.3.1998
Mr. S.N. Baku, Helper
131 ,
23.1 1.1981
Mr. Y. Senedict, Bench Fitter
182.
23.11.1981
Mr. Anthony Xavier, Bench Fitter
183.
1.3.1985
Mr. Arokiadass, Carpenter
184.
1.3.1985
Mr. Joseph Tony, Bench Fittar
185.
23.11.1987
Mr. N. Babu, Cobbler
186.
1.3.1992
Mr. Srinivas, Cobbler
187.
18.4.1997
Mr. Nanjappa, Cobbler
188.
8.9.1997
Mrs. Parvatha D.V, Tailor
3
Ce nq H - GV-1 8
ST. MARTHA’S HOSPITAL
BANGALORE
MEMORANDUM OF ASSOCIATION
AND
RULES AND REGULATIONS
Registered under the Mysore Societies
Registration Act, I960
Act No. 17 of 1960
FORM No. 14
S.No. 118/65-66
Bangalore
CERTIFICATE OF REGISTRATION
I hereby certify that the ST. MARTHA’S HOSPITAL, is this day
registered under the Mysore Societies Registration Act, I960 (Mysore Act
No. 17 of 1960)
Fees paid Rupees Fifty only.
Given under my hand at Bangalore, the 10th day of November One
Thousand Nine Hundred and Sixty-five.
(Sd.) R. BHARANIAH
Registrar of Societies in Mysore
SEAL
Of the Registrar of
Societies in Mysore,
BANGALORE.
TRUE COPY
ST. MARTHA'S HOSPITAL
BANGALORE
MEMORANDUM OF ASSOCIATIONS
1.
2.
The Name of the SOCIETY is ST. MARTHA'S HOSPITAL, its Registered
Office being in Kempe Gowda Road, Bangalore.
The objects for which the Society is established are:-
a)
to take over the assets, liabilities and engagements of ST. MARTHA'S
HOSPITAL, Kempe Gowda Road, Bangalore.
b)
to maintain and manage the aforesaid ST. MARTHA'S HOSPITAL for
providing Medical and Surgical treatment to all patients irrespective of
caste, creed, race or religion, and to provide for the care, nursing and
attention as may bfe required for the proper treatment on such terms as
the Governing Body may deem fit.
c)
to procure the services of qualified Medical Practitioners,
Surgeons, Nurses, Lady-workers, attendants and servants either for remu
neration or gratuitously or in any honorary capacity for the purposes
aforesaid.
d)
to provide and supply all such medicines, and medical, surgical
and pharmaceutical . preparations appliances, instruments and things and
all such provisions and necessities as may be required for the purposes
aforesaid.
e)
the training and maintenance of the personnel thereof, and adoption
of such other measures and means that may seem good and proper in the
estimate of the Governing Body.
f)
That the St. Martha's Hospital shall bo conducted as a non
profit basis and in the event of any surplus, the same will be utilised
for the attainment of its objects.
3.
GOVERNING BODY: The names, addresses and occupation of the
Members who form the FIRST GOVERNING BODY are:-
NAMES
AGE
ADDRESSES
OCCUPATION
1. Rev. Mary
Aloysius Walsh
70
St. Martha's Hospital
Bangalore
President and
Superior
2. Rev. Mary
H.F. Quinn
45
St. Martha's Hospital
Bangalore
Vice-President
and Member
3. Rev. Mary
Agnes Quigley
32
St. Martha's Hospital
Bangalore
Nursing Superin
tendent and Member
4- Rev. Mary
Virginia Gorney
42’
St. Martha's Hospital
Bangalore
l/C Maternity
Section
5. Rev. Mary Coleman
McCoy
33
St. Martha's Hospital
Bangalore
l/C School of
Nursing and
Member
6. Dr.F.H. Naronha
83
Brigade Rond
Bangalore
Medical Superin
tendent and ExOfficio Member
(Cont............................. 2)
- 2 -
M.xMES
7. Dr. O.B. Silgardo
AGE
54
JiDDRESSES
St. Martha's Hospital
Bangalore
OCCUPATION
R.M.O. and Exofficio Member
We, the several persons whose names and addresses given above,
are desirous of forming ourselves into a Society under the Mysore Societies
Registration Act of I960 (Act No. 17 of I960)
ADDRESSES
NAMES
AGE
1. Rev. Mary
Aloysius Walsh
70
St. Martha's Hospital
Bangalore
President and
Superior (Sd.)
2. Rev. Mary
H.F.Quinn
45
St. Martha's Hospital
Bangalore
Vice-President
and Member (Sd.)
3. Rev. Mary
Agnes Quigley
32
St. Martha's Hospital
Bangalore
Nursing Superin
tendent and
Member
(Sd.)
4- Rev. Mary
Virginia Comey
42
St. Martha's Hospital
Bangalore
l/C Maternity
Section
(Sd.)
5- Rev. Mary
Coleman McCoy
33
St. Martha's Hospital
Bangalore
l/C School of Nurs
ing and Member (Sd.)
6. Dr. F.H. Naronha
83
Brigade Road,
Bangalore
Medical Superinten
dent and Ex-officio
Member
(Sd.)
7- Dr. O.B.Silgardo
54
St. Martha's Hospital
Bangalore
R. M. 0. and Ex-?
officio Member (Sd.)
41
34 Mahatma Gandhi
Roue, Bangalore-1
Advocate
OCCUPATION
WITNESS
8. Mr. George
da Costa
Bangalore,
Dated 19th September 1965
ST. MARTHa'S HOSPITAL
BANGALORE
RULES JlND REGULATIONS
I
ILiME
The Society shall be called ST. MARTHA'S HOSPITAL
II
REGISTERED OFFICE
Its Registered Office shall be at Kempe Gowda Road, Bangalo City
3
Ill
GOVERNING BODY
(l) The Governing Body of the Society shall consist of the
PRESIDENT, the SECRETARY, and not less than seven and not more than
ten Members elected at the Annual General Meeting of the Society.
(2) The Members of the Governing Body shall be elected from among
the Sisters of the Good Shepherd, who have attained the age of
Majority. The Medical Superintendent, Administrator and Resident
Medical Officer of St. Martha’s Hospital shall be ox-officio
Members.
(3) The President shall be elected from among the members of
the Governing Body who shall hold tenure till the next Annual GeneralMeeting. In the absence of the President, the President shall
Nominate one of the Members of the Governing Body to act as
President, and the said Acting President snail have the powers of
the President.
(4) In the event of any vacancy arising from among the Members
of the Governing Body by resignation or death such vacancy shall be
filled by co-option by the Governing Body within the month of such
vacancy.
(5) Once every year the General Meeting of the Members of the
Society shall be held. At each meeting ten Members shall form the
quorum and the President shall be entitled to preside at such
Meetings or in his absence any person nominated by the President.
The President shall be entitled to exdrcise his casting vote when
the votes cast at the Meeting for and against a proposition are
equal. Within fifteen 'days after the date of such Meeting a list
shall be filed with the Registrar of Joint Stock Companies, the
names, addresses and occupation of the Members of the Governing
Body entrusted with the management of the affairs of the Society.
At the Meeting of the Governing Body the quorum shall be seven.
If at the General Meeting or the Meeting of the Governing Body there
is no quorum, the Meeting shall
stand adjourned to a date
fixed by the President and communicated to the Members. At such
adjournment meeting no quorum shall be required.
(6) All the properties both moveable and immoveable belonging
to the Society shall vest in the Governing Body of the Society and
all properties to be hereafter acquired or received as gifts in
pursuance of the objects of the Society shall be acquired in the
name of the Society. The members of trie Governing Body shall only
be trustees and will not by any means be the individual .owners
of the properties of the Society.
IV
POWERS OF THE GOVERNING BODY
(7) Except as hereinafter provided the administration, manage
ment and all the business relating to the Society shall be carried
on by the Governing Body. The Governing Body also shall do and
carry out all other acts and deeds conductive to the attainment of
the objects of the Society.
(8) All properties now belonging to the Society or hereafter to
be established in furtherance of the objects of the Society shall
bo under the control, guidance and supervision of the Governing
Body.
4
- 4 -
(9) The- Society may and.is hereby entitled from time to time
at their discretion, to borrow or secure the payment of grant from
Government or any other person or Public Body any sum or sums of
money for the purpose of the Society and for that purpose to
sell mortgage, charge and deal with the whole or any part of the
assets of the Society in such manner and upon such terms and
conditions as they think fit and in particular by mortgage,
by creating charge or other immoveable properties of the Society.
(10) All documents relating to the properties or to any loans
secured by the Society as aforesaid shall be executed for and on
behalf of the Society by the President of the Society.
(11) All communications and correspondence with the Society shall
be addressed to the Secretary, St. Martha's Hospital, Kempe Gowda
Road, Bangalore City.
(12)
The Official year shall be the financial year.
('3) The working hours of the Society shall be between 9 A.M. to
12 NOON and 3 P.k. to 5 P.M. or as directed by the Governing Body.
(14) iny change in the name or rules of the Society shall be made
according to sections 9 and 10 of the Mysore Societies Registration
Act 1960.
(15) The Annual Returns of the Soceity will be filed with the
Registrar of Societies as per Section 13 of the Mysore Societies
Registration Act i960.
V
MEMBERSHIP:
The Members of the Society shall consist of:i) the members of the Governing Body, who signed the
Memorandum.
ii) The Rev. Mother Superior of St. Martha's Hospital.
iii) The ex-officio members and such others, as the Rev.
Mother Superior may call upon in writing to be members of
the Society and who have intimated their consent in
writing: to the Governing Body.
Qualification for Membership:-
i) A member of the Congregation of the Good Shepherd
assigned to work at St. Martha's Hospital for the duration
of the assignment, as intimated in writing by the Congre
gation to the- St. Martha's Hospital.
ii) The Medical Superintendent/Administrator and the
Resident Medical Officer of the St. Martha's Hospital
shall be ex-officio members until such time as their
services are terminated by the Hospital authorities in
writing;
- 5 -
Termination of Membership:i)
ii)
iii)
iv)
v)
VI.
on death of a member
on a member leaving Bangalore without intending to
return
on a member leaving or being expelled from the Congre
gation
on a member tendering his resignation in writing to
the Governing Body,
on the termination of the services of a member or
an ex-officio member with St. Martha's Hospital.
DISSOLUTION
(16) If, upon dissolution of the Society there shall remain
after satisfaction of all debts and liabilities any property what
soever the same shall be dealt with an accordance with the
Provisions of Sec. 23 of the Mysore Societies Registration Act of
1960.
We certify that the above is the correct dopy of the Rules and
Regulations of ST. MARTHA'S HOSPITAL.
OCCUPATION
NAMES
.GE
ADDRESSES
1. Rev. Mary
Aloysius Walsh
70
St. Martha's Hospital
Bangalore.
President and
Superior
(Sd.)
2. Rev. Mary
H.F. Quinn
45
St. Martha's Hospital
Bangalore.
Vice President
and Member (Sd.)
3. Rev. Mary
Agnes Quigley
32
St. Martha's Hospital
Bangalore.
4. Rev. Mary
Virginia Comey
42
St. Martha's Hospital
Bangalore.
Nursing Superin
tendent and
Member
(Sd.)
l/C Maternity
Section
(Sd.)
5. Rev. Mary
Coleman McCoy
33
St. Martha's Hospital
Bangalore.
l/C School of
Nursing and
Member
(Sd.)
6. Dr. F.H. Narunha S3
Brigade Road.>
Bangalore
,
Medical Superintendent and Ex-officio
Member
(Sd.)
7.
St. Martha's Hospital
Bangalore
R.M.O. and Ex
officio Member (Sd)
34 Mahatma Gandhi Road,
Bangalore-1
Advocate
Dr. O.B. Silgardo 54
WITNESS
Mr. George da Costa
41
Bangalore,
Dated 19th September 1965.
Con H- fol. 23
Questionnaire For Head of Pharmacy
1.
Please attach a list of staff and their qualifications.
2
What hours is the pharmacy open 7
3
Is there one central pharmacy 7
Yes/No
4
Does the pharmacy serve both outpatient and inpatients 7
Yes/No
5
Is the pharmacy located so that it is easily accessible ?
Yes / No
6. Is pharmacy stores adjacent to the pharmacy 7
Yes/No
7. Is a licensed pharmacist incharge of the stores ?
Yes / No
8
Is the pharmacy license upto date 7
Yes / No
9
Does the hospital have a Pharmacy and Therapeutic Committee ?
Yes / No
10.
Is there a hospital formulary or drug list available to all who prescribe
and use drugs 7
Yes / No
11. Is the pharmacy computerized ?
Yes / No
12. is the inventory in the pharmacy checked regularly ?
Yes / No
13.Are emergency drugs in the patient care areas maintained by the
pharmacist ?
Yes / No
14.Are there written appropriate policies and procedures regarding
prescribing and ordering practices ?
Yes / No
15.Are any preparations manufactured by the pharmacy ?
Yes / No
16. Is cost to the patient considered in the selection of drugs and brands ? Yes / No
17.Are inservice or continuing education programs conducted for staff ?
Yes / No
18.Are books and journals available for staff ?
Yes / No
19. Do drug representatives deal directly with the pharmacists ?
Yes / No
20. Do you consider your space adequate 7
Yes / No
Cem ) t-
Questionnaire For Medical Records Department Head
1.
Please attach a list of Medical Records Officers and their qualification and
experience
2.
Please attach a list of other staff positions in the departments.
3
Are inpatient and outpatient records maintained in the same
department?
Yes/No
4.
Is a medical record maintained for every patient treated or assessed ? Yes / No
5.
Are any department functions computerized ?
Yes / No
6.
Is confidentiality, security, and integrity of information maintained ?
Yes / No
7,
Is there a policy regarding retention time of medical records ?
Yes / No
8.
is there regular review of completeness of medical records with
feedback to the concerned staff ?
Yes / No
9.
Are written operative reports included in the medical record of patients
undergoing operative or other invasive procedures ?
Yes / No
10.
Is coding system used for inpatient diagnosis ?
Yes / No
11.
Is coding system used for outpatient diagnosis ?
Yes / No
12.
Is a discharge summary written for every patient admitted for
48 hours or more ?
Yes I No
•n
13.Are medicolegal charts kept separately and secured ?
14.
Is there a medical records committee ?
Yes / No
Yes / No
C om H - (s'?
Questionnaire For Chaplains
1.
Please attach a list of staff and their qualifications.
2.
Number of Christian staff or employees :
Professional staff (medical & nursing ) :
Administration
Class III & IV ■
-------------------------------------------------------
3.
How many nuns or sisters of the order are working regularly in the hospital ?
4.
How many services perweek are conducted with ;
Patients :
Staff :
Students :
5.
How many visits or contacts are made with patients daily ?
6.
In hiring or appointing employees, is preference or weightage given
to Christian applicants ?
Yes / No
Does the Chaplain have an adequate office where he can counsel
patients or families ?
Yes / No
8.
Is there an adequate budget for the Chaplain’s office ?
Yes/No
9.
Does the organization allow the Chaplain the freedom to minister and
communicate the Christian faith ?
Yes / No
Do hospital staff refer patients or families to you for help and
counselling ?
Yes / No
7.
•n
10.
11.
Do you pray with patients, especially in crisis or before surgery ?
12.
Is Christian literature available to patients in all areas of the hospital ? Yes / No
13.
Is there adequate place fro private prayer and public worship ?
14.
Have there been any special emphases, or retreats for staff and
students in the past one year ?
Yes/No
Has there been improvement in the attitude of the community
towards Christianity as a result of the hospital ?
Yes / No
15.
Yes / No
Yes / No
C
m
) i - G 3.7_o
Questionnaire for Personnel Officer
1
Please attach a list of staff in the Personnel department and their qualifications
and experience.
2.
What is the title of the person with responsibility for Personnel?
3.
How many total employees are there ?
Medical staff
Nursing staff
Clerical staff
Technicians
Others
----------------------------------------------------------------------------
4
Is there a Policy Manual containing personnel policies ?
( Please enclose)
5.
Does each department have a Head of the Department or
Supervisor through which personnel administration is carried out ?
Yes / No
Are there prescribed procedures for recruitment and selection
of employees ?
Yes / No
Does every employee receive an appointment letter and sign an
appointment order ?
Yes / No
Are all employee personnel files maintained in one place for the
entire organization?
Yes/No
9.
Are current health files kept on each employee ?
Yes / No
10
Do all employees have job descriptions in a standardized form ? Yes / No
6.
7.
8.
11.
Are
employee performance evaluations performed regularly ?
Yes / No
Yes / No
12.
Is there a written policy regarding promotions ?
Yes / No
13.
Is an exit interview conducted when an employee resigns ?
Yes / No
14.Are employee records and files computerized ?
15.
Is payroll computerized ?
Yes / No
Yes / No
16.Are salary scales revised at regular intervals ?
Yes / No
17.Are salaries and compensation comparable to similar positions
within the community ?
Yes / No
18. Is there a formal orientation for new staff ?
Yes / No
19. Is the Personnel Department responsible for enquiries and
disciplinary procedures ?
Yes / No
20.Are there prescribed cadre positions in each department ?
Yes / No
21. Is there a superannuation or pension plan for all staff ?
Yes / No
22. Is there a recognized union in the hospital ?
Yes / No
23. Is there a Labour settlement in force at present ?
Yes / No
24.Are medical staff and first level management staff subject to
Employee Service Rules and Leave Rules as for other employees ?
Yes / No
25. Is the Personnel Department responsible for staff welfare activities ?
Yes / No .
26. Does the hospital have a plan for human resource development at
all levels ?
Yes / No
27.Are programs in place to develop existing staff ?
Yes / No
28.Are there “crass training" opportunities within the organization ?
Yes / No
Co n-n H - tT- -I n
1
Questionnaire For Assistant administrator
1- Please attach a list of supervisory and technical staff with their qualifications and
experience.
2. Please attach a list of major equipments in these departments such as vehicles,
generators, incinerators, etc.
Does the hospital provide ambulance service for patients to and
from hospital ?
Yes / No
4.
Are ambulance equipped with life saving items such a s oxygen ?
Yes/No
5.
Is ambulance service available ail 24 hours ?
Yes / No
6.
Does the transport department provide service for other departments
such as purchase and administration ?
Yes / No
3.
7.
Are there written procedures regarding :
maintenance of vehicles
logging of trips "
accidents
Yes/No
Yes/No
Yes/No
8.
Are security services given over to a contractor ?
Yes / No
9.
Does the hospital maintain a security service ?
Yes / No
10.
Is there a procedure for investigation of security lapses or problems ?
Yes / No
11.
Do staff express any security concerns ?
Yes / No
It
Is there adequate control of visitors in the patient care areas ?
Yes / No
13.Are there written procedures regarding disposal of hazardous wastes,
contaminated materials, tissues, food wastes ?
Yes / No
14.Are legal requirements met regarding pollution control ?
Yes / No
12.
15.
16.
Does the hospital have one or more incinerators ?
Yes / No
Is survey made of all areas at least annually to identify environmental
hazards and unsafe practices ?
Yes / No
17.Are essential services supported by generators during power outages ?Yes / No
18.
Is there adequate planning to meet present and future needs for
water and electricity ?
19.Are measures enforced to consen/e water and electricity ?
Yes / No
Yes / No
20. Is there a oreventive maintenance program for all hospital and
biomedical equioments ?
21. Is there timely response to complaints from departments regarding
building and equipment maintenance ?
r
Yes / No
. Yes/ No
22. Is there procedure for disposal of scrap materials ?
Yes / No
23.Are there piahs developed in case of disaster ?
Yes / No
Questionnaire For Head of Laundry
Diease attach a list of all equipments in the laundry and date of purchase
2
How many pieces or items are handled daily in the laundry ?
3
How may staff are emoloyed in the laundry ?
4
What are the working hours of the laundry ?
5.
Are there written policies and procedures which address :
Collection of linen
Disinfection of contaminated linen
Washing of linen
Equipment performance
Distribution of linen to patient care areas
Yes / No
Yes / No
Yes/No
Yes/No
Yes / No
6.
Is there a central store for linen ?
Yes/No
7
Is the supply of linen considered adequate in all patient areas ? Yes / No
8.
Are universal precautions followed by staff in handling
contaminated linen ?
Yes / No
Is the rate of loss or damage of linen monitored ?
Yes/No
9.
10.Are there targets or standards set regarding rate of loss ?
Yes / No
C_oro H - 63.7 cj
Questionnaire For Head Of Dietary Department
Please attach a list of staff and their qualifications.
‘what hours is food service available 7
3
is food seivice available to patients 7
Yes / No
4
Is food seivice available to staff and students 7
Yes / No
5
is food service available to attenders and visitors ?
Yes / No
6
Does a Contractor provide part or all of the service 7
Yes / No
7. Are patients on therapeutic diets required to take food from the
hospital 7
Yes / No
S. Is the kitchen regularly inspected regarding cleanliness ?
Yes / No
9. Do kitchen staff have health checkups ?
Yes / No
10. Do kitchen staff follow procedures for safe handling of food 7
Yes / No
11. Is there a Quality Control procedure or program fro therapeutic diets ? Yes / No
12. Does a dietitian counsel and educate all inpatient department ?
Yes / No
13. Is diet counselling available in the outpatient department ?
Yes / No
14. Does the department have a recognized training program ?
Yes / No
15.Are inservice and continuing education programs available to
the staff ?
Yes / No
n'l t-t - 41 • 7_. "2
Questionnaire For Head Of CSSD
1. Piease attach a list of staff and their Qualifications
2. Please attach list of equipments and date of purchase
3. What are the hours of the department "
•
4. Does the department have written policies and procedures ?
( Please enclose)
Yes / No
5
Yes / No
Are Quality Control procedures followed 7
6. Is there Infection Control surveillance in the department regularly ?
Yes / No
7. Does the department serve all areas of the hospital including
operation theatre ?
Yes / No
8. Are inservice training programs available to staff ?
Yes / No
9. Is the space adequate for the department ?
Yes / No
10.Are there additional autoclaves in theatre or in other departments ?
Yes / No
Questionnaire For Head Of Prosthetic And orthotic Centre
1.
Please attach a list of staff and their qualifications.
2.
Please attach a list of equipments and date of purchase.
3
Please attach list of services and appliances provided.
4.
Are goals set and treatment plans formulated for each patient ?
Yes / No
5.
Does the department receive patients referred from outside as well
as St. Martha's patients ?
Yes / No
Are funds or other resources available so that poor patients can be
treated ?
’
Yes / No
7.
Do you consider your space to be adequate ?
Yes/No
8.
Does the Centre have a training program 7
Yes/No
9.
Do you have written policies or procedures fro your department ?
( Please enclose )
Yes / No
6.
Co m > \ -
Questionnaire for Head of Physiotherapy
1.
Please attach a list of staff and their qualifications.
2
Please attach a list of equipments and date of purchase
3
What are the hours for the laboratory ?
4
Does the department serve inpatients and outpatients 7
Yes I No
5.
Is it easily accessible to the patients ?
Yes / No
6.
Do you consider the space adequate 7
Yes/No
7.
Do you also visit the wards to assess and treat patients ?
Yes I No
8
Do you interact with medical and nursing staff to plan rehabilitation
and treatment for the patient ?
Yes / No
9.
Do you make progress notes in the patient record ?
Yes / No
10.
Do all clinical units fully know and utilize the services of your
department 7
Yes/No
11.
Are
inservice and continuing education programs available for staff ?
Yes / No
12.
Does your department have a recognized training program ?
Yes / No
13.
Do you have written policies and procedures followed by the
department ?
Yes / No
14.
15.
Is an occupational therapist available in the department ?
Does your department treat patients from outside not referred by
the hospital ?
Yes / No
Yes / No
Com h -
Questionnaire For Head of Laboratory
1. Please attach a list of staff and their qualifications.
2. Please attach a list of equipment available and when purchased.
3
During what hours are laboratory services available 7
4
Are the following sen/ices provided 7
Yes / No
Haematology
Yes / No
Serology
Yes / No
Biochemistry
Yes / No
Microbiology
Yes / No
Histopathology
Yes / No
Cytology
Yes / No
Blood Gases
5. Does the hospital have a licensed blood bank ?
Yes / No
6. Do you have an internal Quality Control Program ?
Yes / No
7. Do you participate in an external Quality Control Program ?
Yes / No
8. Do you use disposable needles and syringes ?
Yes / No
9. Do you have written policies and procedures that address : (please enclose)
Specimen Collection
Yes / No
Specimen Preservation
Yes / No
Yes / No
Instrument Calibration
Quality Control & Remedial Action
Yes / No
Equipment Performance Evaluation
Yes / No
Test Performance
Yes / No
Disposable Needles & Syringes
Yes / No
10.Are there inservice and continuing education programs available
for staff ?
Yes / No
11. Does the laboratory have a recognized training program ?
Yes / No
12. Do you consider your space adequate ?
Yes / No
13.Are universal precautions followed by laboratory staff ?
Yes / No
14. Do you have a licensed blood bank ?
Yes / No
15. Do you perform tests for patients referred from outside ?
Yes / No
.2.
Cor-'i
Questionnaire For Head Of X-ray Department
1. Please attach a list of staff and their qualifications.
2.
Please attach list of equipments and date of purchase.
3
Please attach list of procedures and X-rays available.
A
What hours are the services of the department available ?
5.
Are there written procedures which are followed fro preparation of
patients for special procedures ?
Yes / No
Can emergency portable films be done in casualty and crucial care
areas at all hours ?
Yes / No
7.
Are Quality Control procedures in place ?
Yes / No
8.
Are radiation protection procedures written and followed ?
Yes / No
9.
Are radiation badges worn by all staff ?
Yes/No
6.
10.Are inservice and continuing education programs available for staff ?
Yes / No
11.
Does the department have a recognized training program ?
Yes / No
12.
Is there an area^or developing films in the operation theatre ?
Yes / No
13.Are X-rays read and reported within 24 hours ?
14.
15.
Do you consider space adequate ?
Do you perform X-rays and procedures on patients referred from
outside?
Yes / No
Yes / No
Yes/No
h-
Gt.
Questionnaire lor faculty and ancillary - staff (Nursing College).
PERSONAL DATA
Department:
Designation:
Status (Rcligious/Layperson):
Duration of service (years) :
Educational Qualification:
Institution where Nursing was completed:
Date of completion of Nursing course:
Have you undergone an Inservice Education
Programme after joining St.Martha’s hospital ?
Given below are certain aspects of the institution you are expected
to be aware of. Please indicate your awareness , by encircling *Y’ if your awareness of
each aspect listed is YES and ‘N’ if it is NO.
1. 1 he vision of the Good Shepherd Congregation:
2.3 he philosophy of the institution :
3.The objectives and goals of the institution:
4.1 he policies regarding :
Y/N
Y/N
Y/N
*Work
*13cnefits/Salaries
"■Promotions
"■Recruitment of staff
*Selection of students
* Disciplinary action
■ Y/N
Y/N
Y/N
Y/N
Y/N
Y/N
5.The welfare facilitics/schemes:
6.The worker’s union:
7.Performance appraisal:
Y/N
Y/N
Y/N
1
(liven below :ue lisl of objectives, goals & functions of your institution, (live your
opinion to the extent to which you think the objectives, goals & functions should be
fulfilled under column A & under column B the extent to which each of them are
presently fulfilled .Please give your answer in the form of a number ranging fromONE to
FIVE in the blank provided under each column. .
12
Not fulfilled
al all.
4
3
5
Fulfilled completely
COLUMN-A
COLUMN-B
I .The hospital provides services to the the sick
irrespective of caste/crecd/race/social status.
2.1
he hospital strives to provide high quality care at a
cost affordable for (he common man.
3.The hospital focuses its services on health concerns
of women and children mainly.
4.1
he hospital endeavours to provide competent and
comprehensive health care thro’ recent yet cost
effective technology.
.
5.The hospital fosters a sense of dedication, moral &
ethical integrity among its employees.
6.The professional skills of the employees are
enhanced thro’ continuing education programs
7.
The hospital strives to develop in its employees
a desire to serve the poor & weak sections of
society.
8.
An awareness of the social problems & injustices
i" <|»M (*1tip>*il jti ill, i iii|<l,i\ > - ■■ I > < f'liii' lii iiilml
III I I ill.'Ii.ll I I illti pi I.'Illi. .
9.
I he hospital provides spiritual care to the sick
respecting the individual’s religious beliefs
10.
The hospital provides subsidised care to those
imtiv iiluals in need
......
-1
1 I. The hospital attempts to develop I Jihan & Rural
eeuties of Health care for the undeiprivileged &
oppressed women and children.
12.
The hospital strives to expand its department &
education programs as per the need of society.
13.
The hospital constantly tries to improve the
quality of the health care.
14.
1 he hopital creates awareness of a clean &
healthy environment to the public.
15.
I he hospital serves as a model of efficient health
health care.
16.
The hospital fosters in all its employees a respect
for respect for human life at all stages of life.
17.
The hospital tries to develop in its employees a
team spirit & a family atmosphere.
18.
Rules &rcgulations of the institution arc reasonable
19.
The hospital shows concern for the welfare of its
employees.
20.
Give any THREE POSITIVE aspects of the hospital:
21 Give any THREE NEGATIVE aspects of the hospital which you have
experienced:
t.
Gneany IIIRI I . suggestions Ibi impioving the hospital functioning:
Questionnaire for faculty and ancillary - staff (Nursing College)
L’ART-B ( STAFF/ FACULTY)
Below are ;i list of questions relating to the functioning of (he
institution . Please answer by encircling either ‘YES’ or ‘NO’ .
1 .Is there someone in the organisation to whom you can communicate your
problems ?
Yes/No
2. Do you feel that your complaints and grievances are heard ?
3. Do you feel a part of the heafHi care team ?
Yes/ No
’
Yes/No
4. Do you know what is the mission /purposes of the hospital
and / or school of nursing ?
Yes/ No
5. Do you have promotional avenues open to you ?
Yes/No
6. Did you undergo orientation when you joined the hospital
or institution ?
Yes/No
7. Do you feel appreciated in your work ?
Yes/ No
8. Do you think the rules and policies are fair ?
Yes/No
9. Have you read and understood the Employee Service Rules ?
Yes/ No
10. Do you have opportunity to suggest that your department’s work
or function could improve ?
Yes/ No
I I. If you have a personal or family problem, is there someone in the
hospital or school of nursing who can guide or help you ?
Yes/ No
I 2. Is the area where you work comfortable and safe ?
Yes/ No
1.3. Since joining work, have you received any new training or skill ?
Yes/ No
14. Do you have a job description ?
Yes/ No
15. Do you participate in any special events or extra curricular activities
in the hospital or School of Nursing ?
Yes/ No
C.O rvV H '
Questionnaire for Nursing Students
PERSONAL DATA
Yem <il |ninlii|ij
Religion:
Status ( Religious / Layperson):
(liven below arc list of statements relating to various aspects of your education in St.
Maltha’s School of Nursing Give the extent to which you are satisfied with each aspect
,in the form of a number ranging from ONE to FIVE in the blank provided against each
statement.
5
4
Fully
moderately
satisfied
satisfied
e
3
2
1.
partially
minimally
least
satisfied
satisfied
satisfied
1.
I he encouragement you get from home to perform well in your studies.
2.
I he encouragement you get from teachers to do well in you studies.
3
The encouragement you get from the staff in the hospital to do well.
4.
The encouragement you get from the warden to do well in studies.
5.
flic facilities on the campus for your pcrsonal/professional/spiritual
development:
*classroom
*chapel
■"canteen
■"hospital services
■"hostel
* library
*mcss
"recreation
*sick room
6.
The facilities for your social development:
■"interaction with faculty/staff
■"interaction with peers/seniors
■"involvement in the campus activities
*S.N.A. activities
*C.N.G.l. activities
* sports
9
'
7.
The facully/staff who arc directly involved in your education
"show genuine interest in your welfare
"show respect to all of you
"me available whrnevei needed by you
"discipline you when appropiale reasonably
" provide you with appropiale supervision
"are firm yet concerned with your welfare
"demonstrate fairness in dealing with you
"arc competent in various teaching methods
"use appropriate evaluation methods fairly
"demonstrate moral/cthical values in dealing with you
"possess good personal skills & arc confident in selves
PART B
I. Do you know the vision and mission of the I lospital ?
2. Do you feel a part of the Hospital and its woik ?
3. Do you have any opportunities for spiritual development ?
4. If you have a personal or family problem, is there someone
to guide or counsel you ?
5. Is the I lospital a place you would like to remain as a
Staff Nurse?
6. During your training, do faculty and staff stress on care of
the poor ?
IO
Yes/ No
Yes / No
Yes / No
Yes/No
Yes/No
Yes / No
Cc"n-A h 6T-3S
Questionnaire for Staff Nurses
PERSONAL DATA
Slatns (Religion,';/!.tiypcison):
Duration of service (years) :
Educational Qualification:
Institution where Nursing was completed:
Datr of 'cnniplrlinn of Mill nllllt roillHPI
ILin p,u ^imli igonc an
Insci vice Education
Programme after joining St.Martha’s hospital ?
Given below ate certain aspects of the institution you are expected
to be aware of. Please indicate your awareness , by encircling *Y’ if your awareness of
each aspect listed is YES and ‘N’ if it is NO.
1 The vision of the Good Shepherd Congregation:
2.The philosophy of the institution :
3.1 he objectives and goals of the institution:
4.The policies regarding :
Y/N
Y/N
Y/N
♦Work
♦Benefits/Salaries
♦Promotions
♦Recruitment of staff
♦Selection of students
♦Disciplinary action
Y/N
Y/N
Y/N
Y/N
Y/N
Y/N
5.The welfare facilitics/schemes:
6.The worker's union:
7.Performance appraisal:
Y/N
Y/N
Y/N
1
(iiven below are list of objectives, goals & (unctions of your institution. (live your
opinion Io the extent Io which you think the objectives, goals & (Unctions should be
lullilled under column A & under column B the extent to which each of them arc
picsenlly (ullillcd Please give yout answer in the Corm of a number ranging fromONE to
FIVE in the blank provided under each column.
12
Not fulfilled
at all.
3
4
5
Fulfilled completely
COLUMN-A
I .The hospital provides services to the the sick
irrespective of caste/crecd/race/social status.
2.The hospital strives to provide high quality care at a
cost affordable for the common man.
3.The hospital focuses its services on health concerns
of women and children mainly.
4.1 he hospital endeavours to provide competent and
comprehensive health care thro’ recent yet cost
effective technology.
5.The hospital fosters a sense of dedication, moral &
ethical integrity among its employees.
6.3 he professional skills of the employees are
enhanced thro’ continuing education programs
7.
The hospital strives to develop in its employees
a desire to serve the poor & weak sections of
society.
8.
An awareness of the social problems & injustices
is developed in the employees, keeping in mind
the National Health priorities
9.
The hospital provides spiritual care to the sick
respecting the individual’s religious beliefs
10.
The hospital provides subsidised care to those
individuals in need
COLUMN-B
■
I I. I lie hospital attempts to develop Urban & Rural
centres of I Icallh care for the underprivileged &
oppiessed women and children.
12.
I he hospital strives to expand its department &
education programs as per the need of society.
13.
The hospital constantly tries to improve the
quality of the health care.
14.
I he hopilal creates awareness of a clean &
healthy environment to the public.
15.
The hospital serves as a model of efficient health
health care.
16.
The hospital fosters in all its employees a respect
for respect for human life at all stages of life.
17.
The hospital tries to develop in its employees a
team spirit & a family atmosphere.
18 Rules ®ulations of the institution are reasonable
19 The hospital shows concern for the welfare of its
employees.
20.
Give any 1HREE POSITIVE aspects of the hospital:
21 Give any THREE NEGATIVE aspects of the hospital which you have
experienced:
23. Give any THREE suggestions for improving the hospital functioning:
4-
I o what extent are you able to accomplish the following tasks . Give your answer
honestly by encircling a number ranging from ONE to FIVE where 1 means you are
'not able to do the task at all’ and 5 means you are ‘ able to do the task to the best of
your ability’Given below is space provided for comment .Please give your comments if
you have faced any problems /difficulties to do these tasks.
I.
I am able to provide care to all patients irrespective of
their caste/creed/social status.
2
2
3
4
5
I am able to provide the best possible care to all patients
at all times.
12
3
4
5
3.
I am able to uphold my moral/ethical values in dealing
with all the patients /co-workers.
1
2
3
4
5
4.
1 am able to meet the spiritual needs of the patients
daily respecting their own religious views.
12
3
4
5
5.
I am able to participate in activities which will enhance
my skills /professional ablities.
1
2
3
4
5
Questionnaire for Staff Nurses
EART-B ( STAFF/ FACULTY)
Below are a list of questions relating to the functioning of the
institution . Please answer by encircling either ‘YES’ or ‘NO’ .
1 .Is there someone in the organisation to whom you can communicate your
problems ?
Yes/No
2. Do you feel that your complaints and grievances are heard ?
Yes/ No
3. Do you feel a part of the health care team ?
Yes/ No
t
4.
Do you know what is the mission /purposes of the hospital
and / or school of nursing ?
Yes/ No
5. Do you have promotional avenues open to you ?
Yes/ No
6. Did you undergo orientation when you joined the hospital
or institution ?
Yes/ No
7. Do you feel appreciated in your work ?
Yes/ No
8. Do you think the rules and policies are fair ?
Yes/ No
9. I lave you read and understood the Employee Service Rules ?
Yes/ No
10. Do you have opportunity to suggest that your department’s work
or function could improve ?
Yes/ No
I I. If you have a personal or family problem, is there someone in the
hospital or school of nursing who can guide or help you ?
Yes/ No
12. Is the area where you work comfortable and safe ?
Yes/ No
13. Since joining work, have you received any new training or skill ?
Yes/ No
14. Do you have a job description ?
Yes/ No
I 5. Do you participate in any special events or extra curricular activities
in the hospital or School of Nursing ?
Yes/ No
A i
Co m I a 67-3
Questionnaire for ward incharges
PERSONAL DATA
Status (Rcligious/Laypcrson):
Duration of service (years) :
Educational Qualification:
Institution where Nursing was completed:
Date of completion of Nursing course:
I lave you undergone an Inservice Education
Programme after joining St.Martha’s hospital ?
Given below aic certain aspects of the institution you are expected
to be aware of. Please indicate your awareness , by encircling *Y’ if your awareness of
each aspect listed is YES and *N’ if it is NO.
I.The vision of the Good Shepherd Congregation:
2.1 he philosophy of the institution :
3.1 he objectives and goals of the institution:
The policies regarding :
4.
Y/N
Y/N
Y/N
♦Work
♦Benefits/Salaries
♦Promotions
♦Recruitment of staff
♦Selection of students
♦Disciplinary action
Y/N
Y/N
Y/N
Y/N
Y/N
Y/N
5.1 he welfare facilitics/schemes:
6.The worker’s union:
7.Performance appraisal:
Y/N
Y/N
Y/N
1
(liven below aic list of objectives, goals & functions of your institution. Give your
opinion to the extent to which you think the objectives, goals functions should be
fulfilled under column A & under column B the extent to which each of them arc
presently fulfilled Please give your answer in the form of a number ranging fromONE to
I'lVE in the blank provided under each column.
12
Not fulfilled
4
3
5
Fulfilled completely
al all.
COLUMN-A
I .The hospital provides services to the the sick
irrespective of caste/crecd/race/social status.
2.The hospital strives to provide high quality care at a
cost affordable for the common man.
3.The hospital focuses its services on health concerns
of women and children mainly.
4.1
he hospital endeavours to provide competent and
comprehensive health care thro’ recent yet cost
effective technology.
5.The hospital fosters a sense of dedication, moral &
ethical integrity among its employees.
6.The professional skills of the employees are
enhanced thro’ continuing education programs
7.
The hospital strives to develop in its employees
a desire to serve the poor & weak sections of
society.
8.
An awareness of the social problems & injustices
is developed in the employees, keeping in mind
the National Health priorities
9.
The hospital provides spiritual care to the sick
respecting the individual’s religious beliefs
10.
The hospital provides subsidised care to those
individuals in need
-2.
COLUMN-B
I I. The hospital attempts to develop Urban & Rural
centres of I Icalth care for the underprivileged &
oppressed women and children.
12.
1 he hospital strives to expand its department &
education programs as per the need of society.
13
The hospital constantly tries to improve the
quality of the health care.
14
The hopilal creates awareness of a clean &
healthy environment to the public.
15.
1 he hospital serves as a model of efficient health
health cate.
16.
The hospital fosters in all its employees a respect
for respect for human life at all stages of life.
17 The hospital tries to develop in its employees a
team spirit & a family atmosphere.
18.
Rules &rcgulations of the institution are reasonable
19.
The hospital shows concern for the welfare of its
employees.
20.
(>ivc any 11IREE POSITIVE aspects of the hospital:
21. Give any THREE NEGATIVE aspects of the hospital which you have
experienced:
23. Give any'THREE suggestions for improving the hospital functioning:
1 o what extent are you able to accomplish the following tasks . Give your answer
honestly by encircling a number ranging from ONE to FIVE where 1 means you arc
'not able to do the task at all’ and 5 means you are * able to do the task to the best of
your ahility’Givcn below is space provided Tor comment Please give your comments if
V>ii have la< t il any pioblems /dilliculties to do these tasks.
1 am able to provide care to all patients irrespective of
their caste/crecd/social status.
1
2
3
4
5
1 am able to provide the best possible care to all patients
at all times.
12
3
4
5
3.
I am able to uphold my moral/ethical values in dealing
with all the patients /co-workers.
1
2
3
4
5
4.
1 am able to meet the spiritual needs of the patients
daily respecting their own religious views.
12
3
4
5
5.
I am able to participate in activities which will enhance
my skills /professional ablities.
12
3
4
5
I.
Mimi
Below aic :i list ofqucslions ickiling to various aspects ofyour
(unctions . Please answer each question by encircling either ‘YES’ or ‘NO’.
I. I low long have you been as Ward -in -Charge ?
2. Do you conduct regular meetings of employees whom you supervise ?
Yes/ No
3. Do you feel there is good communication with the management ?
Yes/ No
4. Are you involved in selection of staff for your ward ?
Yes/ No
5. Are you involved in the annual budget process for your ward ?
Yes/ No
6. Are you informed about the financial process for your ward ?
Yes/ No
7. Do you regularly evaluate the performance of the employees you
supervise ?
Yes/ No
8. Do you know and understand the vision and mission of the hospital ?
Yes/ No
9. Do you communicate the vision and mission to your employees ?
Yes/ No
10. Do your department have written policies and procedures ?
Yes/ No
11. Do you set goals each year for your ward ?
Yes/ No
12. Do you feel a part of planning and decision making in the hospital ?
Yes/ No
13. Do you orient new employees in your ward ?
Yes/ No
I'I. Doyon piovidc any inservice or on the job training Ibryour
employees ?
Yes/ No
15.1 lave you attended any seminar, program or course on management
training?
Yes/No
16. Do you have written standards that guide the work ofyour ward ?
Yes/ No
I 7. Do you have enough qualified staff to do the required work ?
Yes/ No
18. Do all your employees have job description ?
Yes/ No
19. Do you know the organisation plan or structure of the hospital ?
Yes/ No
Questionnaire For Head of Departments
I. How long have you been Head of the Department ?
2. Do you conduct regular meetings of employees whom you supervise •? Yes / No
3. Do you feel that there is good communication with management ?
Yes / No
4. Are you involved in selection of staff for your department ?
Yes / No
5. Are you involved in the annual budget process for your department ?
Yes / No
6.
Are you informed about the financial performance of your department ? Yes / No
7. Do you regularly evaluate the performance of the employees you
supervise ?
Yes / No
8. Do you know and understand the vision and mission of the hospital ?
Yes / No
9. Do you communicate the vision and mission to your employees ?
Yes / No
10. Does your department have written policies and procedures ?
Yes / No
11. Do you set goals each year for your department ?
Yes / No
12. Do you feel a part of planning and decision making in the
organization?
Yes / No
13. Do you orient new employees in your department ?
Yes / No
14. Do you provide any inservice or on the job training for your
employees ?
Yes / No
15. Have you attended any seminar, program or course on
management training ?
Yes / No
16. Do you have written standards that guide the work of your
department ?
Yes / No
17. Do you have enough qualified staff to do the required work ?
Yes / No
18. Do all of your employees have job description ?
Yes / No
19. Do you know the organization plan or structure of the hospital 7
Yes / No
Position: 1764 (3 views)