HRD-PL-010

Effectivity Date: 10-01-2013

CALAMBA MEDICAL CENTER STAFFING PLAN Revision Date: 09-09-2016 (3)
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1.0 Objective
1.1 To ensure availability of qualified Nurses, medical Technologists, Nuclear Medicine Technologists,
Radiologic Technologists, Pharmacists, Physical Therapists, Respiratory Therapists and other non-medical
positions at all times to provide health care services to all patients/clients of the hospital,.

2.0 Scope
2.1 The Staffing Plan is prepared in collaboration and coordination with the department heads/
supervisors as well as in consideration to the inputs of concerned physicians. This includes the
determination of the number of workforce needed, particular position to be filled in, and composing the
qualifications essential to the position.

3.0 Person Responsible HR Manager, HR Staff

Interface: Department Heads

4.0 Policy Details

4.1 Staffing plan shall be defined in all division/department in the organization according to the function
that each division/ department performs. (Should add staffing plans will be based on recognized staffing
models when available and appropriate).
4.2 Staffing plan shall be submitted by the Heads of the Department to the Human Resources Department
for review and approval.
4.3 Staffing plan and manpower headcount shall be reviewed by the Heads of the department and the
Human Resources Head, every fourth (4th) quarter of the year or as need arises.
4.4 Job Descriptions shall be reviewed by the Department Heads every three (3) years or as need arises.
4.5 Action Plans such as assignments and reassignments, employment requirements, recruitment
strategies, retention programs and contingency actions shall be based on the outcome of the coordination
meeting attended by the Head of the Human Resources and the Department and Unit Heads of the
concerned department.
4.6 All action plans shall as well be supported by the organization chart, job description, and a table of
existing manpower versus the proposed manpower of the concerned unit department.
4.7 A staffing strategy should be in place in case of eventualities, to ensure availability of adequate
workforce and denote which positions within the unit or department are essential for patient care and/or
continued departmental operation.
4.8 Need to define how organizational leaders work collaboratively to develop and authorize the plan and
how they monitor the plan.

5.0 References:

Prepared by: Reviewed by: Recommended by: Approved by:

Hermilyn M. Sudario Lea G. Arambulo Agnes D. Llanes Jose O. Juliano, PhD.

HR Staff HR Supervisor HR Manager President & CEO