DOC CODE: APMCI-PAT-02-

001-00
POLICIES & PROCEDURES MANUAL Issue/Rev: 00/00

Effectivity: OCTOBER 2022

Blood Bank Hiring, Orientation, and Promotion Page No. 1 of 5
Policy PAT
Approved by:
Prepared by: Reviewed by:
GERARD JOEL ABONADO, M.D.,
FPCGM, MBAH

1.0. POLICY STATEMENT

1.1. The Blood Bank with Additional Function Section shall be managed effectively and efficiently and in
accordance with its vision, mission, and objectives by describing and outlining the requirements for
hiring, orientation and promotion of section employees which is consistent with employment
process, salary and satisfaction.

2.0. SCOPE
2.1. This policy is applicable and followed by all Blood Bank Section employees. The requirements
identified in this policy may also apply to those individuals scheduled to spend limited amount of
time in the department, i.e. locum tenens, trainees, volunteers and authorized personnel.

3.0. DEFINITION
3.1. Orientation- (as used in this policy) is a process of introduction and familiarization and adaptation
to new situation and environment which is intended to the newly joined employees of the
laboratory department.
3.2. Training- (as used in this policy) is guiding and giving instructions so as to prepare a new
employee to a new work setting or an existing employee to be more expert or proficient in
his/her specialty. Training can be both internal and external.
3.3. Preceptor-a senior staff member assigned as responsible for the overall training and orientation
of new staff.
3.4. Testing personnel - Individuals responsible for performing laboratory assays and reporting
laboratory results.
3.5. Section Head - the individual who is responsible for the medical, technical and/or scientific
oversight of a specialty or section of the laboratory.
3.6. Process - set of interrelated or interacting activities that transforms inputs into outputs or series
of events, stages, or phases that takes place over time that tells "what happens" or "how it
works"
3.7. Job- A broad-based collection of key responsibilities, knowledge and skills used to identify work
that is of the same nature and performed at the same level by one or more employees
throughout the University.
3.8. Job Title - A short descriptor used to link a job and a position. A position’s job title may differ from
the working title used by the employee. May also be referred to as “class.”

Title: Blood Bank Hiring, Orientation, and Promotion Policy

Edition
Code Date of Review: Date of Approval Date of Next Review Page No.
No.
APMCI-PAT-02-001- 00 OCTOBER 2022 OCTOBER 2022 OCTOBER 2025 Page 1 of 5
00

Proprietary Notice:
This document contains information proprietary to ASIA PACIFIC MEDICAL CENTER – Iloilo. Any disclosure or unauthorized use is strictly
prohibited. It is not to be copied nor reproduced in any form unless specifically permitted otherwise by the Management.
 DOC CODE: APMCI-PAT-02-
001-00
POLICIES & PROCEDURES MANUAL Issue/Rev: 00/00

Effectivity: OCTOBER 2022

Blood Bank Hiring, Orientation, and Promotion Page No. 2 of 5
Policy PAT
Approved by:
Prepared by: Reviewed by:
GERARD JOEL ABONADO, M.D.,
FPCGM, MBAH

3.9. Position- A specific set of duties, responsibilities, knowledge, skills, level of supervision and other
requirements which are based on a job and that comprise the work assignment of an individual
employee at a particular location.
3.10. HRD (Human Resources Department) - the department of a business or organization that deals
with the hiring, administration, and training of staff.

5.0. GUIDELINES
5.1. The ACEMCI Blood Bank Section of the Department of Pathology is committed to hiring and
retaining:
5.1.1. A talented workforce through recruitment practices that are fair and consistent and that
comply with all applicable laws and regulations. We recognize that a diverse workforce is
essential to serving the needs of our communities and to ensuring that our organization
continues to demonstrate excellence.
5.1.2. The most skillful and capable individuals for each and every position. The organization will
strive to reward employees by providing an opportunity to grow in career advancement,
compensation and educational opportunities while fulfilling the mission of the
organization.
5.2. The primary consideration in the promotion of personnel will be made on the basis of competence,
integrity, and attitude of such persons where qualifications are equal.
5.3. It is the responsibility of the Department of Pathology to orient and train staff, trainees, locums,
volunteers and visitors to the organization with specific job responsibilities and requirements as
applicable.
5.4. All individuals in the department must receive orientation to the Departments’ work processes
including instruction in emergency, fire, safety, infection control and incident/accident reporting
procedures.
5.5. Orientation and training activities must be documented and retained in the applicable personnel
file.
5.6. To demonstrate our focus on customer satisfaction, all visitors and staff will be treated with respect
during their stay in the department.

6.0. PROCEDURE
6.1. Hiring/Recruitment Process

Title: Blood Bank Hiring, Orientation, and Promotion Policy

Edition
Code Date of Review: Date of Approval Date of Next Review Page No.
No.
APMCI-PAT-02-001- 00 OCTOBER 2022 OCTOBER 2022 OCTOBER 2025 Page 2 of 5
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Proprietary Notice:
This document contains information proprietary to ASIA PACIFIC MEDICAL CENTER – Iloilo. Any disclosure or unauthorized use is strictly
prohibited. It is not to be copied nor reproduced in any form unless specifically permitted otherwise by the Management.
 DOC CODE: APMCI-PAT-02-
001-00
POLICIES & PROCEDURES MANUAL Issue/Rev: 00/00

Effectivity: OCTOBER 2022

Blood Bank Hiring, Orientation, and Promotion Page No. 3 of 5
Policy PAT
Approved by:
Prepared by: Reviewed by:
GERARD JOEL ABONADO, M.D.,
FPCGM, MBAH

6.1.1. The Chief Medical Technologist thru the Chief Pathologist will notify the HRD when a
position is vacant.
6.1.2. HRD will advise the Chief Executive Officer of the open position and, upon approval,
advertise the open position.

6.1.3. The job vacancy will be announced via an advertisement in newspaper of general
circulation and/or in the official social media account of the hospital organization (e.g. FB,
Instagram or Twitter)
6.1.4. Curriculum vitae and Resumes from responding candidates shall be thoroughly reviewed
using the criteria and parameters set forth by the HRD as found in the advertisement.
6.1.5. The most qualified candidates from the pool of applicants will be shortlisted and scheduled
for interview.
6.1.6. One month after the interview, successful applicant/s shall be notified of their selection by
sending thru mail or email the Offer of Employment Letter with the terms and condition of
employment (i.e. passing the pre-employment physical and medical exam)
6.1.7. New employee orientation will commence once the candidate reports and furnishes the
HRD with the signed Offer of Employment Letter.

6.2. Orientation (Probationary Period)

6.2.1. All successfully hired employees will serve a 6-month probationary employment period to
allow the employee to establish their ability to perform the duties of the position and
demonstrate the ability and willingness to follow corporate policies, procedures and
philosophies.
6.2.2. Each new staff person will routinely receive an orientation program as per the checklist found
on Attachment 7.1 LAB-F-007 R1 “New Hire Technologist Orientation and Training Program”
6.2.3. The trainee and trainer (preceptor) sign off the specific item or area in the training checklist
upon completion to the satisfaction of the new staff.
6.2.4. The Human Resources will routinely provide an orientation pertaining to personnel policies,
fringe benefits, code of conduct, working hours, salary and wage structure, holidays, purpose,
and goals.
6.2.5. Each new employee will be introduced to the present staff by his/her Superior.

Title: Blood Bank Hiring, Orientation, and Promotion Policy

Edition
Code Date of Review: Date of Approval Date of Next Review Page No.
No.
APMCI-PAT-02-001- 00 OCTOBER 2022 OCTOBER 2022 OCTOBER 2025 Page 3 of 5
00

Proprietary Notice:
This document contains information proprietary to ASIA PACIFIC MEDICAL CENTER – Iloilo. Any disclosure or unauthorized use is strictly
prohibited. It is not to be copied nor reproduced in any form unless specifically permitted otherwise by the Management.
 DOC CODE: APMCI-PAT-02-
001-00
POLICIES & PROCEDURES MANUAL Issue/Rev: 00/00

Effectivity: OCTOBER 2022

Blood Bank Hiring, Orientation, and Promotion Page No. 4 of 5
Policy PAT
Approved by:
Prepared by: Reviewed by:
GERARD JOEL ABONADO, M.D.,
FPCGM, MBAH

6.2.6. Orientation/Probationary employees will be evaluated monthly during the orientation period
by the appropriate Section Head and/or Chief Medical Technologist.
6.2.7. Following the three (6) month orientation period, the Section Head and/or Chief Medical
Technologist can extend an employee’s orientation/probationary period. Such an extension
should only occur under rare circumstances not related to disciplinary actions. The extension
will last no longer than an additional ninety (90) days with evaluations completed by the
Section Head on a monthly basis. During this time, the employee’s job status remains as
“Orientation,” or probationary. A decision regarding the employee’s future job status may be
made at any time during the extension of the orientation period.

6.3. Promotion
6.3.1. Promotion will be based on qualifications and availability of job vacancy. Regular fulltime staff
will be considered first for any openings that would result in a promotion so long as the
employee is qualified for the position.
6.3.2. Position vacancies will be filled on the basis of merit, whether by promotion or by initial
appointment. Selection will be made of the best qualified persons in terms of experience,
productivity, skills, training, education, aptitude and attitude.
6.3.3. Promotion from within the organization will be made to the degree possible. A potential
career track may be suggested for a new employee who will be encouraged to pursue a
potential goal. If such a job opening or position becomes available, the trained employee will
be given first consideration.
6.3.4. Organizational lines will not serve as barriers where qualifications are essentially equal.
Preferential consideration will be given to exemplary employees with proven proficiency and
competence for reassignment or promotion.

7.0. ATTACHMENT
7.1.LAB-F-007 R1 “New Hire Technologist Orientation and Training Program”

8.0. RELATED DOCUMENTS

8.1. Not applicable

9.0. REFERENCES

Title: Blood Bank Hiring, Orientation, and Promotion Policy

Edition
Code Date of Review: Date of Approval Date of Next Review Page No.
No.
APMCI-PAT-02-001- 00 OCTOBER 2022 OCTOBER 2022 OCTOBER 2025 Page 4 of 5
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Proprietary Notice:
This document contains information proprietary to ASIA PACIFIC MEDICAL CENTER – Iloilo. Any disclosure or unauthorized use is strictly
prohibited. It is not to be copied nor reproduced in any form unless specifically permitted otherwise by the Management.
 DOC CODE: APMCI-PAT-02-
001-00
POLICIES & PROCEDURES MANUAL Issue/Rev: 00/00

Effectivity: OCTOBER 2022

Blood Bank Hiring, Orientation, and Promotion Page No. 5 of 5
Policy PAT
Approved by:
Prepared by: Reviewed by:
GERARD JOEL ABONADO, M.D.,
FPCGM, MBAH

9.1. DOH Health Facilities Services and Regulatory Bureau, Standards and Requirements: A.O No. 2008-
0008 dated May 2, 2018; Revised Assessment Tool for Licensing a Blood Service Facility:
Management of Human Resources”, Sec. 1.3.5 p.5, effective February 26, 2018.
9.2. https://hfsrb.doh.gov.ph/wp-content/uploads/2018/09/dc2018-0039.pdf last accessed on
23.10.2018
9.3. http://bphc.hrsa.gov/technicalassistance/resourcecenter/disclaimers.html last accessed on
12.07.2018
9.4. DOH National Voluntary Blood Services Program (DOH-NVBSP) Manual of Standards for Blood Service
Facilities 2011, Section 4: Quality System Requirements, p. 9
9.5. JCI Accreditation Standards for Hospitals; AOP 5.2- 6th Edition, July 1, 2017
9.6. JCI Accreditation Standards for Hospitals; SQE.4- 6th Edition, July 1, 2017
9.7. CAP General Laboratory Checklist GEN.55450. Initial Training, revised 7/29/2013
9.8. CLSI Document QMS03-A3 “Training and Competence Assessment; Approved Guideline” 3 rd Edition,
February 2009.

Title: Blood Bank Hiring, Orientation, and Promotion Policy

Edition
Code Date of Review: Date of Approval Date of Next Review Page No.
No.
APMCI-PAT-02-001- 00 OCTOBER 2022 OCTOBER 2022 OCTOBER 2025 Page 5 of 5
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Proprietary Notice:
This document contains information proprietary to ASIA PACIFIC MEDICAL CENTER – Iloilo. Any disclosure or unauthorized use is strictly
prohibited. It is not to be copied nor reproduced in any form unless specifically permitted otherwise by the Management.