12.) PLENARY 6 - An Hour With the Board of Nursing

90th Foundation Anniversary 55th Nurses

Week Celebration, 2012 National Annual

Convention

“Inspiring The Filipino Nursing

Workforce Towards Equity and

Access to health Care”

PHILIPPINE NURSES ASSOCIATION INC.

NURSING PROFESSION NURSING PROFESSION NURSING PROFESSION NURSING PROFESSION

COMPETITIVENESS ROADMAP COMPETITIVENESS ROADMAP COMPETITIVENESS ROADMAP COMPETITIVENESS ROADMAP

PROFESSIONAL REGULATORY BOARD

OF NURSING

CARMENCITA MATIAS-ABAQUIN , RN, PhD

Chairperson, PRBON

OUTLINE

I. Vision

II. Background To The Competitiveness Roadmap

III. Competitiveness Assessment

� Current Nursing Scenarios

� Nursing Issues and Concerns

� Criteria And Measurable Indicators Of Professional Competitiveness

IV. Action Agenda

V. Summary and Recommendation

I. VISION

• PRBON VISION – Under the guidance of the

Almighty, the PRBON will be the ULTIMATE

AUTHORITY in regulating the nursing profession

in collaboration with PRC

• NURSING PROFESSION VISION – Philippine

Professional Nursing Care will be the BEST for the

Filipino and the CHOICE of the World


1. Development of the Nursing Profession Roadmap Towards

Good Governance

2. Competitiveness Conference I and II in 2008 and 2009

3. Revision of the Nursing Core Competency Standard Project

4. Development of the National Nursing Career Progression

Program and the CNARS

5. Reactivation of the Nursing Continuing Professional

Education Program

6. Revision of the Nursing Law

7. Presentation of the Philippine Development Plan 2011-2016

8. Development of the AJCCN Roadmap

9. PRC ‘s Trade Related Technical Assistance Project 2

1. Development of the

Nursing Profession

Roadmap Towards

Good Governance


Executive Order 25

(Governance Advisory Council)

Good Governance for the

Professions in the

Philippines Mandated by

Executive Order 220

Creation of the Coordinating Body

for Good Governance of the

Nursing Profession

PRC

BON

PNA

ADPCN

ANSAP

BON

ISA



We, the Filipino

nurses, responding

to the needs of

society, are engaged

in providing humane

and globally

competent nursing

care.

Love of God

Caring

Integrity

Excellence

Nationalism

Core Values

Mission

Philippine

Professional

Nursing Care: the

BEST for the Filipino

and the CHOICE of

the World by 2030

Vision 2030

PHILIPPINE NURSING PROFESSION ROADMAP 2030

DYNAMIC LEADERSHIPCULTURE OF EXCELLENCE

The Filipino

Nurse

Collaborative

Partnerships

Service

Excellence

Competency

EnhancementLinkages/

Networking

Social

Impact

(4) To actively participate in the

critical socio-economic and

political issues of the country

(5) To engage stakeholders

and make them co-owners of

nursing issues and concerns

(3) To advocate collegiality

and mutual respect that cut

across all health disciplines

(14) Ensure “positive practice

environments” for nurses

(15) Philippine Nursing

Profession as a recognized

leader in primary health care &

the “Choice of the World”

(13) Empowered clients to

maintain the highest level of

wellness and well-being

(11) To forge linkages to

generate funds from

governments and NGOs

(12) To adopt local and global

best practices in the

management of resources

(10) To institutionalize best

practice on internal

generation of resource

(9) To institutionalize a sustainable and effective

continuing professional education and

development for individual nurses and institutions

(8) To promote functional integration between

education and service

(7) To institutionalize sustainable organizational

support structure for nursing career progression(6) To enforce the quality standards in

education and nursing service

(2) Foster sense of accountability

among all nurses

(1) To live the core values and to manifest the

desired qualities of a Filipino Nurse

3. Service Excellence Perspective Objectives Measures Targets Initiatives

2030 2020 2015 2011

1. To enforce

the quality

standards in

education

and nursing

service

% of nursing

schools for

undergraduate

and graduate

levels that are

compliant with

Commission on

Higher

Education -

Policies,

Standards and

Guidelines

(CHED-PSG)

100% 90% 80% 40% A. NURSE WATCH INITIATIVE:

(Organize a Nursing Education

Watch)

B. NURSING CAREER PROGRESSION

PROGRAM INITIATIVE:

C. FUNCTIONAL INTEGRATION

INITIATIVE: (Strengthen organized

training programs for nursing

faculty ; Develop transformative

leadership programs for nurses in

leadership positions )

D. NURSING LAW AMENDMENT

INITIATIVE: (Amend the Nursing law

to strengthen regulation of nursing

schools )

E. CORE VALUES INITIVATIVE:

(Institutionalize a mechanism of

self-regulation of nursing schools

that embody a professional code of

ethics that translate into action

(2012))


Nursing Roadmap Initiatives in Cluster1. Professionalism

1.1 Nurse Watch (vanguard)

1.2.Core Values Program

1.3 Positive Practice Environment

1.4 State of Philippine Nursing

1.5 Nursing Image

2. Nurse-Led Centers

2.1 Primary Health Care

2.2 Independent Nursing Practice

3. Nursing Human Resource

Development & Management

3.1Competency Enhancement for

Education and Service

3.2 Functional Integration between

Education and Service

3.3 National Career Progression Plan

3.4 Nursing Management Information

System (NMIS)

3.5 Nursing Deployment Programs

5. Center for Nursing

Governance5.1 Fully Functional OSM

5.2 Nursing Organizations’ Roadmap

and Scorecard Alignment

5.3 Resource Generation for Philippine

Nursing Development

4. Nursing Regulation

4.1 Nursing Law Amendments

4.2 Nursing Practice Standards

4.3. Strengthening Nursing Regulation


Nursing Roadmap Developments

1. A multi-sectoral governance coalition has been

formed referred to as Philippine Nursing

Profession Roadmap Coalition” to manage the

implementation of Nursing Roadmap 2030

2. Complete the Balanced Scorecard (BSC)

3. Increase awareness of Nursing Roadmap 2030

as the Nursing Profession’s transformation

initiative and capacitate members towards

organizational alignment and implementation of

the Nursing Roadmap


Nursing Roadmap Aspirations

1. Establish a FULLY functional Office of

Strategy Management to manage the strategy

2. Work towards generating and managing

resources for the implementation and

sustainability of Nursing Roadmap 2030


3. Before the year ends, it is hoped that the PPNR 2030 (Philippine Professional Nursing Roadmap ) shall have been institutionalized as:

�One profession

�One Vision

�Having a unified strategy

�With clear targets

� Fully supported by Filipino nurses and other

stakeholders

�One in Journey to Nationhood: PHILIPPINES 2030


Nursing Roadmap Aspirations Cont

2. Philippine Nursing

Competitiveness

Conference

2008 and 2009


2. Philippine Nursing Competitiveness Conference I (2008)

NURSING ISSUES AND INITIATIVES

1. Regulation and Employment of Filipino Nurses (Nurses’

Unemployment; Exploitative Employment; And Low Salary Grade )

2. Nurse Migration Management and Ethical Recruitment (Human Resources for Health Master Plan; Nursing Information System; Ethical Recruitment Framework and “brain circulation” in nursing.)

3. Qualification Issues of Filipino Nurses ( Performance of Philippine educated nurses in foreign licensure examinations and the Philippine Nurse Licensure Examination )

4. Competency Development and Technology Transfer (Nursing Education; Reintegration Program For “Nurse Returnees”)


II. PNCC 2008 Recommendation

� A post-conference workshop was held to translate the

strategies generated during the conference into a work plan.

� This work plan was integrated into and aligned with the

initiatives that were undertaken to address the issues and

Problems in Philippine nursing competitiveness e.g. the

Strategic Plan of the Nursing Sector Roadmap; the Human

Resources for Health Master Plan and the Plans for Nursing

Development undertaken by the PRBON.


2. Philippine Nursing Competitiveness

Conference II 2009• The “2nd 2009 Philippine Nursing Competitiveness Conference” was

held Dec. 2009 to ensure the continuation of the goals and plans set in 2008 and to further understand the various issues affecting Philippine Nursing Competitiveness, as well as to identify feasible strategies to address such.

• The generation of policy directions and strategies from the various stakeholders in nursing were envisioned to contribute to national development by ensuring global competitiveness in nursing. This goal is in accordance with the original vision set by the Board of Nursing of the Philippines: By 2030, Philippine Nursing shall be a top provider of world class, EXCELLENT CARING, significantly contributing to the well-being of Filipinos and people of the world.


2. Philippine Nursing Competitiveness

Conference II 2009

• B. Workshops -The aim of the workshops was to evaluate

how well the previous year’s work plans were implemented and

to identify the most pertinent issues in Philippine nursing,

corresponding strategies and activities to address such and to

strengthen the various aspects of Nursing Leadership and

Governance in the country.


Nursing Issues & Concerns as of 2009

NURSING

PROFESSION

Nurse

Migration

Management

and Ethical

Recruitment

Employment

of Filipino

Nurses

Education,

Training, and

Development of

Filipino Nurses

Regulation of

Filipino Nurses

Nursing

Practice

2. Philippine Nursing Competitiveness Conference II 2009

ISSUES/CONCERNS AND INITIATIVES:

1. Regulation of Filipino Nurses – which includes issues and

initiatives in the

� Licensure Exams,

� Regulation Of Nursing Schools

� Regulation of Review Centers,

� Education Standards,

� Ethical And Legal Concerns,

� Nursing Management Information System




2. Employment of Filipino Nurses - which includes issues and

initiatives on

� Nurses’ Unemployment;

� Exploitative Employment;

� Low Salary Grade,

� Other Possible Employment Opportunities For Nurses




3. Education, Training, and Development of Filipino Nurses

which includes issues and initiatives in

�Competency Development and Technology Transfer,

�Reintegration Program For “Nurse Returnees”




4. Nursing Practice which includes issues and initiatives on

� Nurses’ Rights,

� Safe And Competitive Nursing Practice,

� Development Of Organizational Leadership In Nursing,

� Nurse Empowerment




5. Nurse Migration Management and Ethical Recruitment which includes issues and initiatives on the

� Human Resources for Health Master Plan;

� Ethical Recruitment Framework

� “Brain Circulation” in Nursing.


3. Revision of the

Nursing Core

Competency Standards

2012


CURRENT CORE COMPETENCY STANDARDS

CORE COMPETENCY STANDARDS OF

NURSING PRACTICE IN THE

PHILIPPINES

BON RESOLUTION NO. 112, Series 2005

2012 NATIONAL NURSING

CORE COMPETENCY STANDARDS(NNCCS)

PROMULGATED THROUGH

BON RESOLUTION NO. 24 , SERIES 2012

The Competency-based Framework in Curricular Design

Work-Setting

Scenarios:

Demographic

Profile

Health Picture

Socio-Economic-

Political- Cultural

Context

Required

Professional Roles

Professional Responsibilities

Professional Tasks

SKA Analysis

Bases for Selecting

Learning ExperiencesProfessional Competencies

Student Competencies

Practitioner

Manager/Leader

Researcher

WORK-SETTING SCENARIO ANALYSIS

Current Data and Projections


Cont. of Competency-based Framework

Student Competencies

Entry

Competencies

Intermediate

Competencies

Terminal

Competencies

Competency-Based BSN Curriculum A Model Revised Edition

College of Nursing Faculty, University of the Philippines Manila

The Process of Revisiting the National Core


I. Work setting Scenario Analysis

II. Validation Studies of roles and responsibilities in various setting/Benchmarking

III. Integrative review of the outputs from the validation strategies

IV. Core competency Consensual Validation

V. Conduct of Public Hearing ( Luzon, Visayas and Mindanao

VI. Promulgation of the Revised Core Competency Standards

The Process of Revisiting the National Core


VII. Printing of the Revised Core Competency Standards

VIII. Training in the Implementation of the Revised Core


IX. Implementation of the Revised Core Competency

Standards

X. Evaluation of the Effectiveness of the Revised Core



CLIENTS OF THE NURSE

FAMILY

POPULATION

GROUPS

INDIVIDUAL

NURSE COMMUNITY


BEGINNING NURSES’ ROLE ON CLIENT CARE

1. Practices in accordance with legal principles and code of ethics in making personal and professional judgment.

2. Utilizes the nursing process in the interdisciplinary care of clients that empowers the clients and promotes safe quality care.

3. Maintains complete, accurate and up-to-date recording and reporting system.

4 Establishes a collaborative relationship with colleagues and other members of the team to enhance nursing and other health care services.

5 Promotes professional and personal growth and development

• 5

• 31

• 3

• 2

• 3


BEGINNING NURSES’ ROLE ON MANAGEMENT AND LEADERSHIP

Responsibility Competency

1. Demonstrates management and leadership skills to

provide safe and quality care.

2. Demonstrates accountability for safe nursing practice.

3. Demonstrates management and leadership skills to

deliver health programs and services effectively to

specific client groups in the community setting

4. Manages a community/village based health facility

component of a health program or a nursing service

5. Demonstrates ability to lead and supervise nursing

support staff.

6. Utilizes appropriate mechanisms of networking, linkage

building and referrals.

• 4

• 4

• 2

• 7

• 8

• 4


BEGINNING NURSES’ ROLE ON RESEARCH

RESPONSIBILITY

1. Engages in nursing or health related research with or under the supervision of an experienced researcher

2. Evaluates a research study/report utilizing guidelines in the conduct of a written research critique.

3. Applies the research process in improving patient care in partnership with a quality improvement/ quality assurance/ nursing audit team.

COMPETENCY

• 4

• 4

• 4


Significance of the 2012 National Nursing

Core Competency Standards

It will serve as guide for the development of the following in the Philippines:

• Basic Nursing Education Program through CHED

• Competency-based NLE Test Framework syllabi and test questions for entry level nursing practice

• Standard of Professional Nursing Practice various settings

• National Nursing career Progression Program for nursing practice

• Any or related evaluation tools in various practice settings

IMPLEMENTATION PHASE

GOAL -

To effectively and efficiently

Implement the 2012 National

Nursing Core Competencies in all

work settings.

TARGET

FULL IMPLEMENTATION

� NURSING SERVICE (Hospital and

Community)

� NURSING EDUCATION

� NURSE LICENSURE EXAMINATION

2014

COLLABORATIVE EFFORTS AMONG THE FOLLOWING

PRC

BOARD OF NURSINGCHED

TCNEANSAP

ADPCN PNANURSING

SPECIALTY

GROUPS

INTEREST

GROUPSWHOCC

COMMITTEES1. Steering and Oversight Committee

2. Selection Committee

3. Resource Generation Committee

4. Logistics Committee

5. Training Committee

6. Information, Communications, and Media Relations Committee

7. Continuous Quality Improvement Committee

8. Curricular Change Committee

9. Research Committee

4. Development of the

National Nursing

Career Progression

Program (NNCPP) and

CNARS


National Nursing Career Progression Program (NNCPP)

• The PRBON has adopted Resolution Number 22 - A

Competency-Based National Nursing Career Progression

Program or NNCPP aimed toward a more directed and

rational training.

• Under this resolution, nurses can pursue career pathways in

General Nursing Practice, Nursing Leadership and

Governance, Nursing Specialty /Independent Nursing

Practice And Nursing Education.

• With the NNCPP, nurses can pursue the pathway that best

embodies their areas of career development.


NOVICE ADVANCED

BEGINNERCOMPETENT

PRACTITIONER

PROFICIENT

PRACTITIONER

EXPERT

PRACTITIONER

CAREER PATHWAY FOR GENERAL NURSING PRACTICE

CAREER PATHWAY FOR SPECIALTY/INDEPENDENT NURSING PRACTICE

At every level there should be an appropriate program prescribed, qualified trainers and training facilities for the rigorous job of “progressive nurse-human resource development.”

Nurse Clinician I

Nurse Clinician II

Clinical Nurse

Specialist

CAREER PATHWAY FOR NURSING EDUCATION

Faculty / Nurse Instructor

FOLLOW ACADEMIC RANKING

Dean

CAREER PATHWAY FOR NURSING SERVICE ADMINISTRATORS

Head Nurse SupervisorDirector of

Nursing

4. Development of the National Nursing Career

Progression Program and the CNARS ON GOING ACTIVITIES

• Development of the Competencies per Track and level

• Official recognition of the CNARS Council

• Presentation of the Competencies

• Training of Trainors for the Implementation of the NNCPP

• Implementation Phase

• Evaluation Phase


5. Reactivation of the

Continuing Professional

Education Program for

Nursing


CONTINUING PROFESSIONAL EDUCATION

• The PRBON has adopted the advocacy of Continuing Professional Education or CPE. At this time, CPE is not a requirement for renewal of the nursing professional ID.

• The pursuit of CPE goes hand in hand with the NNCPP.

• This provides a career roadmap that will offer clearer directions as to the proper CPE courses for pursuing a chosen career progression pathway.


6. Revision of the

Nursing Law


• The revisions seeks to initiate reforms

in Nursing Practice to further protect

and develop the nursing profession to

make nurses responsive to the needs

of the clients and the public and

private health systems locally and

globally.

Attain the vision of Philippine Nursing:

“PHILIPPINE NURSING CARE: THE BEST FOR THE FILIPINO AND THE CHOICE OF THE WORLD”

7. Presentation of the

Philippine Development

Plan 2011-2016


The role of professional regulation

Phil Development Plan 2011-2016

* Serves as a guide in formulating

policies and implementing development

programs for the next six years. It enables the

government, in partnership with the private

sector and the civil society, to work

systematically to give the Filipino people a

better chance to find their way out of poverty,

inequality and the poor state of human

development

Good Governance and Professional Regulation

• Common Principles of the Various Professions in the Philippines

� Service to Others

� Integrity and Objectivity

� Professional Competence

� Solidarity and Teamwork

� Social and Civic Responsibility

� Global Competitiveness

� Equality of Professions

• Code of Ethics

• Professional Regulatory Laws

Good Governance and the PRC

�PRC ID in Minutes

�Upgraded website with 24/7 access

�Licensure Examination and Registration Information

System (LERIS)

�Computerized Official Receipt System

�War against syndicates, fixers, and fake professionals

�Customer Service Centers

�Feedback System

�Implementation of the e-Government Accounting System

�Code of Ethics for various professions

8. Implementation

of ASEAN

Healthcare

MRAs


ARTICLE I OBJECTIVES OF MRA

1. Facilitate mobility of nursing professionals

within ASEAN;

2. Exchange information and expertise on

standards and qualifications;

3. Promote adoption of best practices on

professional nursing services; and

4. Provide opportunities for capacity building

and training of nurses.


How to Implement the Healthcare MRAs?

Exchange of Information

Compilation

Adoption of Best

Practices

StandardisedProcedures

Publication through website

Facilitate Mobility

Registration through AJCCs

PRAs Process

(Evaluation , Registration etc)

Capacity Building

Visits Conferences

OBJECTIVES

AJCC Roles

• Better understanding of Domestic Regulations �� to develop strategy for Implementing the MRAs

• Standardise Procedures /Mechanism

• Exchange information � towards harmonisation in accordance with international standards

• Develop mechanism for continued exchange of information


Exchange of Information• Qualifications (technical, ethical & legal)• Domestic Laws and regulations• Core Competencies

• Code of Professional Conduct• CPD (Continuing Professional

Development)

Best Practices

• Registration Process

• Licensing Process

• Recognition of foreign healthcare professionals

StandardisedProcedures

• Recognised Institutions

• Foreign Professionals Database


Facilitate Mobility

• Registration through AJCCs:• Each AMS’ PRA can nominate their registered healthcare

professionals through its AJCC representative to be considered by other AMS PRA for registration and recognition

• After each AJCC Meeting , AJCC reps bring back nominations from other AMS for their PRAs consideration

• Professional Regulatory Authority • Evaluate qualifications and experience of nominated foreign

professionals

• Register and grant recognition to nominated foreign professionals

• Monitor their practice

• Take necessary action for any violation to ensure high standard of practice


Capacity Building

• Visits to healthcare facilities /institutions

• Conferences/ Forums

• Attachments programmes

• Countries in need for capacity building can arrange local seminars, inviting resource persons from more developed AMS

• Countries with developed system assist the less developed countries through various programmes


ASEAN AJCCN ROADMAP


ROADMAP FOR IMPLEMENTATION OF ASEAN MRA ON

NURSING SERVICES

MRA Objective and Detailed Activities

1. Exchange information and expertise in order to promote adoption of best

practices on standards and qualifications

A. Compilation of required information:

1 Recognised Basic Qualifications (local &foreign)

2 List of Recognised Institutions (local &foreign)

3 Domestic Laws and Regulations pertaining to Registration

4 Requirements for Post Basic Nursing Practice

5 Requirements for Credentialing for Specialisation in Host Country

6 Code of Ethics & Professional Conduct and Nursing Practice Safety

Guidelines

7 CPD (Continuing Professional Development) requirements in Host Country

8 Registration Policy and Procedures in Host Country


Roadmap for Implementation of ASEAN MRA on

Nursing ServicesMRA Objective and Detailed Activities

9 Process for License to Practise

10. Criteria for Recognition of Foreign Nurses

11. Number of Foreign Registered Nurses in Host Country (by

country)

12. Contact Details of Professional Regulatory Authority of Host

Country

13. Information on certificate of good standing, period of

registration and verification of registration documents (only upon

request among the PRAs of AMS)

B. Publication of the compiled information through national and ASEAN

website

1. Website address of Professional Regulatory Authority

2. Linking the National websites to the ASEAN Healthcare Services


Roadmap for Implementation of ASEAN MRA on Nursing Services

MRA Objective and Detailed Activities2. Facilitate Mobility of Registered Nurses within ASEAN

2.1 Recognise registration mechanism in all AMS.

2.2 Adherence to National Treatment for Foreign Registered

Nurses to ensure equal treatment for Local and Foreign

Registered Nurses including health and welfare insurance.

2.3 Mechanism of monitoring Foreign Registered Nurses in

compliance with Professional and Ethical Code and Standard

in the Host Country.

2.4 For Foreign Registered Nurse who fails to practice in

accordance with the Professional and Ethical Codes of

Conduct and standards of practice of the Host Country, PRA of

the Host Country can provide information upon request among

PRAs of AMS.



Nursing Services

MRA Objective and Detailed Activities

3 Provide opportunities for capacity building and training of

Registered Nurses

a. Conferences/ Forums

1. List of Relevant Websites in Host Country

2. Websites announcing Regular Conferences/ Forums

of Registered Nurses

b. Visits to healthcare facilities /institutions

1. List of facilities/Institutions made available in the

website



Nursing Services

MRA Objective and Detailed Activitiesc. Attachments programmes

� List of Institutions offering attachments programmes made available

in the website

d. Exchange of Resources among AMS

� Mechanism of exchange of resources (e.g. experts, students) to

facilitate capacity building and training among AMS.

• PRA of the Host Country provide temporary license upon request

• List of experts and their areas of expertise made available in the

website

• List of possible funding agencies/institutions

e. Malpractice Insurance (to be reviewed)


9. PRC’S TRADE

RELATED TECHNICAL

ASSISTANCE PROJECT


PRC ‘s Trade Related Technical Assistance Project 2

Orientation by PRC

Chairperson Manzala

• Philippine commitments

• Free mobility of professional

services by 2015

• Covered professions

• TRTA 2 under its Component

4.

• Beneficiaries

• Scope of Work

• Expected Output


III. COMPETITIVENESS III. COMPETITIVENESS III. COMPETITIVENESS III. COMPETITIVENESS

ASSESSMENT ASSESSMENT ASSESSMENT ASSESSMENT

Criteria And Measurable Indicators Of

Professional Competitiveness

1. Market Conditions and Trends

2. Core Competency Standards

3. Quality Assurance

4. Salary/Fee Expectations

5. Language Skills ad Personal Attributes

III. COMPETITIVENESS ASSESSMENT

Current Nursing Scenario

CRITERION 1.

MARKET CONDITIONS AND

TRENDS


Academic

Year

Number

of

Schools

Enrolment

2005-2006 440 399,441

2006-2007 452 463,993

2007-2008 472 421,278

2008-2009 477 410,362

2009-2010 491 341,367

Nursing Schools and Enrolment

� Increasing trend in the number of nursing schools from AY 2005-2006 to AY 2009-2010.

� Downward trend in enrolment since AY 2006-2007

3


• Source of data: CHED, PRC

� From 2001 to 2011, the number of nurse enrollees reached 2.6M with 487,491 graduating or 18.5% of the total enrollees.

� Annually, an average

16.2% of nurse enrollees graduate

YearNo. of

Enrollees

No. of

Graduates

2001-2002 49,995 5,425

2002-2003 92,106 8,596

2003-2004 178,626 14,383

2004-2005 295,752 34,589

2005-2006 393,386 57,698

2006-2007 459,173 79,304

2007-2008 420,015 94,688

2008-2009 409,793 103,361

2009-2010 341,367 89,447

2010-2011 N.A. N.A.

Total 2,640,213 487,491


Year of NLE Number of Schools % Passing

June 2006 348 41.23%

Dec 2006 279 49.10%

June 2007 504 51.83%

Dec 2007 405 43.45%

June 2008 426 43.07%

Nov. 2008 442 44.51%

June 2009 470 41.87%

Nov. 2009 473 39.73%

July 2010 463 41.40%

Dec. 2010 470 35.25%

June 2011 490 48.01%

Dec. 2011 480 33.92%

July 2012 478 45.69%.

NLE Results From 2006 – 2012 � Lowest passing rate of

33.92% was registered

on December 2011

�

4


• Source of data: CHED, PRC

� Between 2001-2011 the number of nurse board examinees accumulated to 975,956 with 421,468 passing the exams or 43.2% of total examinees.

� Average annual passing rate of 45.1% observed for the period

YearNo. of

ExamineesNo. of

PassersNo. of Non

Passers

No. of Active

Registrants from 2007-2012

2001-2002 9,449 4,228 5,221

2002-2003 15,625 7,528 8,097

2003-2004 25,325 12,581 12,744

2004-2005 50,287 25,951 24,336

2005-2006 82,153 37,030 45,123

2006-2007 146,311 69,650 76,661

2007-2008 153,108 67,220 85,888

199,9022008-2009 173,183 69,617 103,566

2009-2010 175,285 67,390 107,895

2010-2011 145,230 60,273 84,957 N.A.

Total 975,956 421,468 554,488 199,902


�For TESDA, figures indicate 214,192 certified workers in the health,

social and other community development services (as of Dec. 2011) Note:

Figures from PRC are cumulative total of registered professionals as of Dec 2011

Source of data: NSO-LFS ; PRC; TESDA

Occupation Number

Dentist 51,275

Midwives 167,765

Nurses 733,020

Optometrists 10,585

Pharmacists 59,830

Physicians 113,577

Physical therapists 23,919

Occupational therapists 2,784

Number of Health and Related Workers in List of Registered Professionals of PRC: December 2011


AVAILABLE HEALTH FACILITIES ALL OVER THE COUNTRY

HEALTH FACILITIES GOVERNMENTGOVERNMENTGOVERNMENTGOVERNMENT PRIVATEPRIVATEPRIVATEPRIVATENo. Bed Capacity No. Bed Capacity

Hospitals

Primary Care 272 16,257 397 11,663

Secondary Care 26 2,982 113 8,784

Tertiary Care 81 17,157 85 16,072

Other Health Facilities

Infirmary 336 6,094 465 6,341

Birthing Homes 7 69 70 374

Acute Chronic Psychiatric Care 0 - 4 99

Custodial Psychiatric Care 0 - 2 64

Total 702 42,559 1,136 43,397

• A total of 702 government hospitals and other health facilities with a capacity of 42,559 beds as of 2005 (DoH) Any

significant additions over the last 5 years?

1,136 private hospitals and other health facilities with a capacity of 43,397 beds as of 2005 (DoH). Any significant

expansions over the last 5 years?

A total of 16,191 barangay health stations nationwide A total of 60-70,000 RN Positions ONLY are available


Employment Situation

�Total employed nurses for overseas covering the

period 2001 – 2011 accounted to 132,943

�Employed nurses locally is estimated at 67,202 for 2011

�The number of nurses employed both locally and

abroad is 200,145

�Using the board passers (421,468) as supply data, less

the employed nurses local and overseas (200,145), the

estimated unemployed/ underemployed nurses from

2001 – 2011 totaled 221,323

�


Employment Situation

�Phil. Hospitals don’t have enough nurses.

Nurse/patient ratio are high. To meet the nursing

care needs of hospital, some have resorted to

exploitative practices e.g Nurses are hired on a

contractual basis; nurse volunteers in hospitalsround the clock.


Destination 2006 2007 2008 2009 2010

All Destinations 8528 9004 12618 13465 12431

Saudi Arabia 5753 6633 8848 9965 8771

Singapore 86 276 667 745 723

UAE 796 616 435 572 478

Libya 158 66 104 276 417

Kuwait 354 393 458 423 409

UK 145 38 28 165 350

Qatar 141 214 245 133 294

Taiwan 273 174 231 202 252

Jordan 38 27 51 66 112

Bahrain 67 24 63 55 93

Number of Deployed Nurses by Top Ten Destinations, New Hires: 2006-2010


• Source of data: POEA

Percent Share of Deployed Nurses by Top Ten Destinations, New Hires: 2010


*Based on approved job orders from POEA


MAJOR AREAS OF CONCERN `1. Regulation of nursing schools (CHED)

2. Regulation of students’ entry to nursing schools (CHED)

3. Licensure System (PRC/PRBON)

4. Regulation of review centers

5. Regulation of the nursing profession (PRC/PRBON)

6. Continuing Professional Education

7. Deployment and migration of RNs

8. Standards of nursing practice ( institutional and community)

9. Evidence based Practice

10. The lack of accurate and reliable data about nurses

11. A fully functional OSM for the nursing profession roadmap

CRITERION 2. Core



COMPETITIVENESS ASSESSMENT

CRITERION 2. CORE COMPETENCY STANDARDS• CHED has implemented CMO N014 Series of 2009 for the

BSN Program which is Competency Based

• A Unified Monitoring Tool is now in place and utilized for School Monitoring by CHED and PRC-PRBON

• CHED TCNE is in the process of finalizing the PSG for the Graduate Program in Nursing

• The 2012 National Nursing Core Competency Standards which is based on the roles and responsibilities of the entry level nurse in various setting has been promulgated and will eventually serve as basis for the development of standards in nursing education and practice and the NLE test framework and syllabi.


CRITERION 2. CORE COMPETENCY STANDARDS

• Performance Indicators for each competencies have been spelled out.

• International benchmarking of the BSN curricula and nursing core competencies has been done

• With all of these in place we hope to see an improvement in the NLE passing percentage

• Mapping out of the Current BSN curriculum (CMO No.14Series of 2009) and the nursing core competencies with Australia by Monash University has been favorable and we have an on going Bridging Program Project .

• Comparative analysis of our basic nursing curriculum with that of Belgium and EU nursing curriculum has been done

CRITERION 3. QUALITY

ASSURANCE



CRITERION 3. QUALITY ASSURANCE

Competitiveness generally requires visible

demonstrations of international confidence in

domestic regulatory systems

The PRBON is confident that the various on going

initiatives in the Nursing Profession Roadmap that were

presented earlier and the commitment of our nursing

partners/colleagues will move nursing towards our

vision.


CRITERION 3. QUALITY ASSURANCE

• National Nursing Core Competency Standards;

National Nursing Career Progression Program and

CNARS; Nursing Profession Roadmap towards Good Governance and the CMO NO. 14 Series of 2009 complied

with international nursing standards e.g :

� ICN Nursing Competencies

�Western Pacific South East Asian Region

�WHO – Patient Safety and Public Safety Guidelines

� ASEAN Nursing Competency Domain


CRITERION 3. QUALITY ASSURANCE Cont.

• The PRBON has undertaken two collaborative researches. The 2nd is entitled “An Analytical Study of the NLE Performance of Graduates of Colleges of Nursing In the Philippines” (NLE Dec. 2006-Dec 2011)

• A 3rd collaborative research is currently being done to determine compliance of nurses in hospital nursing services with standards.

• PRBON fully supports the Good Governance thrust of PRC

CRITERION 4. SALARY/FEE

EXPECTATION



CRITERION 4. SALARY /FEE EXPECTATIONS• Locally, the following have been noted:

� Non compliance with salary scheme specified in the nursing law and

� Non alignment of qualification standards set by the nursing law

• PRBON are concerned that monetary considerations may have a negative impact on our nurses caring attributes.

• Philippine nurses offshore have been reported to be relatively uninterested in taking on management responsibilities as this undermines their ability to take on additional part-time better compensated activities. Thus salary expectations do not seem to provide the nursing profession with a sustained competitive edge in offshore markets.

CRITERION 5. LANGUAGE

SKILLS AND PERSONAL

ATTRIBUTES



CRITERION 5 LANGUAGE SKILLS AND PERSONAL

ATTRIBUTES

• Medium of Instruction in our educational system is in

English

• Communication specifically recording and reporting in

most health institutions is in English

• Positive employer feedback related to caring and

compassionate attitude of Filipino nurses.

IV. ACTION AGENDA IV. ACTION AGENDA IV. ACTION AGENDA IV. ACTION AGENDA

ACTION AGENDA

MAJOR AREAS OF

CONCERN

STRATEGIES

1. Regulation of

Nursing Schools

�ISSUANCE OF

PERMIT

�REVOCATION OF

PERMIT

�ACCREDITATION

� Strict implementation of CHED Policies

Standards and Guidelines in nursing

education .

� Strict Adherence to Moratorium on the

Opening of Nursing Schools/Nursing

Programs

� Regular monitoring of compliance

� Apply sanctions as prescribed

� Closure of Poor Performing Nursing

Schools Based on NLE Results

� Pursue mandatory accreditation

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

2. Regulation of

students’ entry to

nursing schools �ADMISSION

POLICY

� PROMOTION

/RETENTION AND

DISMISSAL

POLICIES

� Pursue National Nursing Admission Test In

the proposed revision of the Nursing Law.

�Strict Implementation Of PSG On Admission

, Promotion, Retention And Dismissal

Policies

ACTION AGENDA MAJOR AREA OF

CONCERNS

STRATEGIES

3. Licensure

Examination

System�TEST

DEVELOPMENT

�APPLICATION

�TQDB SYSTEM

�ADMINISTRATION OF

NLE

�CORRECTION AND

RELEASE

�Align the current competency-based test

framework with the 2012 National Nursing Core


�Full implementation of “On-line” application

system

�Upgrade TQDB system using state of the art

technology

�Develop a plan for the implementation of the

“Walk-in” Examination

�Collaborate with PRC to develop a plan to

upgrade standards for the administration of NLE

�Collaborate with PRC to fast track utilization of a

state of the art technology in the correction and

release of NLE results

ACTION AGENDA

MAJOR AREA OF

CONCERNS

STRATEGIES

3. Licensure

Examination System� INCREASING

NUMBER OF NLE

REPEATERS VIS A VIZ

THE FIRST TIMERS

Include in the Revision of the Nursing Law the

following:

� National Admission Policy for Nursing

Education (NNAT)

� Adoption of a policy to put a cap on the

number of repeating the NLE

ACTION AGENDA MAJOR AREA OF

CONCERN

STRATEGIES

4. Regulation Of

Nursing Review

Center

� DEPENDENCE OF

SOME HEIs ON

REVIEW CENTERS

DUE TO: �Inadequate

implementation of a

competency-based

curriculum

�Incorrect

implementation of the

course Competency

Appraisal 1 and 2

� Strict compliance to the correct

implementation of the curriculum e,g,

Competency Appraisal 1 And 2 In CMO 14

Series Of 2009

� PRC, BON, CHED and other Agencies to

recommend appropriate policy/ guidelines

and/or possible legislation on the regulation

of nursing review center

� Hold collaborative meeting of stakeholders

to recommend body that will regulate review

centers

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

5. Continuing

Professional

Education� ALIGNMENT OF CPE

WITH NNCPP

� MONITORING AND

EVALUATION

COMPONENT CPE

PROGRAMS

�Explore innovative ways of

conducting CPE, aligned with

National Nursing Career Progression

Program .

�Apply competency -based evaluation

�Explore creative methods to improve

monitoring and evaluation of CPE

program

ACTION AGENDA

MAJORN AREA OF

CONCERN

STRATEGIES

6 Standards Of

Nursing Practice

(Institutional And

Community)

� No updated general

standards of

nursing practice

� Promulgate standards of nursing service

(institutional and community) in:

� General/basic

� Specialty

� Advanced practice

� Implement nursing standards

� Evaluate nursing standards for continuous

improvement

� Align credentialing program with NNCPP

taking into considerations competency

standards

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

6 Standards Of

Nursing Practice

(Institutional And

Community) Cont.�NON ALIGNMENT OF

CIVIL SERVICE RULES

WITH THE NURSING LAW

REGARDING

QUALIFICATIONS OF

NURSING

ADMINISTRATORS

� Strict implementation of the

provisions of the Nursing Law

� Have regular meetings with other

government regulatory agencies e.g.

DOH, PhilHealth, DILG, CSC to

discuss pertinent issues

�Make information more accessible in

the PRC and BON websites.

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

7. Evidence Based

Practice �Develop research agenda

�Organize a research team equipped with

appropriate infrastructure

�Conduct research studies for

improvement of nursing profession

� In collaboration with PRC establish a

system to publish all PRBON initiated

research studies

MAJOR AREA OF

CONCERN

STRATEGIES

8. The lack of

accurate and reliable

data about nurses

�Nursing Management

Information System

(NMIS)

� Design the Nursing Management

Information System which includes

collaborative activities with stakeholders

� Organize the NMIS team

� Implement a NMIS with the support of

PRC

� Evaluate effectiveness of the NMIS

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

9 FULLY

FUNCTIONAL

OFFICE OF THE

STRATEGY

MANAGEMENT

(OSM) FOR THE

NURSING

PROFESSION

ROADMAP

�Finalize roles, functions and

responsibilities of the Philippine

Nursing Profession Roadmap

Coalition

�Organize the Measurement, Core and

Leadership Team of The Office of

Strategy Management

�Execute Nursing Profession Roadmap

Towards Good Governance

ACTION AGENDA

ISSUES AND

CONCERNS

RECOMMENDATIONS

10. Employment

Concerns of RNs�UNEMPLOYMENT/UN

DEREM-PLOYMENT

AMONG NURSES

� Review Human Resource for Health

Master Plan

� Fill Up Plantilla Positions For RNs

� Upgrade Nurse: Patient Ratio based on

WHO Standards

�VOLUNTEERISM

FOR A FEE / NURSES

AS SERVICE

CONTRACTUAL

• Recommend to DOH Issuance of

Appropriate Guidelines and an increase

in the plantilla positions for nurses

•Professor, )

•College Secretary, )

Head - Teaching Program (TP)

ACTION AGENDA

MAJOR AREA OF

CONCERN

STRATEGIES

11. Deployment

And Migration of

RNs

�Continue to explore potentials job

market opportunities

�Pursue ethical recruitment in the

deployment and migration of RNs

�Expand market links

�Pursue Implementation of ASEAN

MRA

V. SUMMARY AND V. SUMMARY AND V. SUMMARY AND V. SUMMARY AND

RECOMMENDATIONS RECOMMENDATIONS RECOMMENDATIONS RECOMMENDATIONS

SUMMARY

• Issues and concerns as well as strategies have been

identified

• The various criterion for competitiveness assessment

have been taken into consideration as we reviewed our

accomplishments that were mentioned in the

background of activities

• Based on our assessment and the feedback given by

Miss Jane Brokman the nursing profession is competitive

in 3 criterion but for 1st Criterion on market conditions

and trends – medium term unemployment

/underemployment crisis despite huge and urgent

community needs..

SUMMARY

• A weakness on the 5th Criterion on Salary- Fee level expectation. (Traditional focus on migration rather than trade which has contributed to high salary expectation)

• We are trying our best to maintain our competitive standard despite the challenges that the nursing profession is currently experiencing.

• There are issues that are beyond our capability and control but may have policy implications.

RECOMMENDATIONS

• The Philippine Professional Nursing Roadmap on Good

Governance milestones, targets and initiatives the need to be

reviewed and once we have a fully functional OSM we will be

moving towards institutionalization phase of the PGS system.

• A Gantt chart of the strategies, measures and targets is being

finalized.

• The targets for the initiatives being undertaken by the PRBON

and partners like the National Nursing Core Competency

Standards, National Nursing Career Progression Program,

Revision of the Nursing Law, Collaborative Nursing Research

among others need to be incorporated in the Competitiveness

Roadmap Gant Chart

Recommendations

• Fast track the Implementation Plan for the ASEAN

Nursing Roadmap by finalizing mechanics to

facilitate the mobility of Registered Nurses in

ASEAN

• Continue to conduct information awareness

regarding the various initiatives of the nursing

profession.

We as a profession are determined and committed to

achieve our vision to have

“PHILIPPINE PROFESSIONAL NURSING CARE TO

BE THE BEST FOR THE FILIPINO AND THE

CHOICE OF THE WORLD.”

Documents

12.) PLENARY 6 - An Hour With the Board of Nursing