Règles internes et règlements de l'​Hôpital Régional de Limbe

​I. Introduction:

L'Hôpital régional de Limbe (RHL) est un établissement de santé de soins tertiaires appartenant au gouvernement d'une capacité de 200 lits.

  Sa mission est la suivante:
1. Offrir la meilleure qualité de soins aux patients à un coût abordable
2. Offrir un soutien pédagogique aux institutions de formation du personnel de santé dans le pays
3. Effectuer des recherches opérationnelles dans le cadre de l'amélioration du bien-être des patients
4. Coopérer et collaborer avec d'autres institutions de santé

II. Vision

La vision de tout le personnel travaillant à l'hôpital régional de Limbe est d'aider les populations de la région du Sud-Ouest et au-delà à atteindre le plus haut niveau possible de soins de santé de qualité à un coût abordable indépendamment des tendances ethniques, politiques et religieuses. comme des équipes dévouées, inspirées par l'amour et le respect des patients en particulier.

III. Objectif

L'objectif de faire rédiger ces règles et règlements internes pour tous ceux qui travaillent dans la RHL est de sensibiliser et de familiariser toutes les catégories du personnel avec ces valeurs morales et éthiques dans le contexte des politiques gouvernementales nécessaires comme précurseurs pour créer un environnement et une atmosphère favorables. nécessaire pour atteindre ses buts et objectifs.

Tous les travailleurs nouvellement détachés ou recrutés à la BSG recevront une copie de ces règles et règlements internes au cours d'une séance d'intégration avec le directeur et le reste du personnel administratif. Le personnel doit lire et signer qu'il a lu et compris les règles et règlements et s'engage à les respecter.

Préambule

L'année de notre seigneur 2015 au mois de novembre lors d'une réunion élargie du personnel de l'hôpital:
  • Vu le décret n ° 68-DF-491 du 14 octobre 1968 relatif au fonctionnement structurel et organique des hôpitaux et établissements de santé au Cameroun
  • Vu la Lettre Circulaire n ° D1 / LC / MSP / SG / DMH / SDHHHS du 3 juillet 1981 relative aux prescriptions relatives à la réception et au suivi des patients par les médecins des hôpitaux spécialisés et des hôpitaux de 1ère, 2ème et 3ème catégories
  • Conscient du décret no. 83-166 du 12 avril 1983, n ° 83-167 du 12 avril 1983 et n ° 89-354 du 4 mars 1989 portant respectivement sur le code de déontologie des médecins, des chirurgiens-dentistes et des professions infirmières, sages-femmes et médico-sanitaires techniciens
  • Vu le décret n ° 87-529 du 21 avril 1987 fixant la nomenclature des actes professionnels des médecins, chirurgiens dentistes, pharmaciens, biologistes médicaux et professions médico-sanitaires
  • Consciente de l'arrête n ° 104-A-MSP-DSP-SDEF instituant le port obligatoire d'uniformes dans les établissements de santé publics et privés et dans les écoles de formation du personnel de santé
  • Vu l'Arrêté n ° 0100 / A / MSP / CAB du 16 avril 1999 portant règlement intérieur des services centraux du Ministère de la Santé Publique
  • Vu le décret n ° 94-199 du 7 octobre 1994 portant règlement général de la fonction publique modifié et complété par le décret n ° 2000/278 du 12 octobre 2000
  • Considérant Arrête no. 0003 / A / MSP / CAB du 6 août 2001 sur la création d'une cellule anti-corruption au sein du ministère de la Santé publique
  • Considérant la nécessité de fournir des soins de santé de qualité aux populations à un coût abordable.
  • Considérant la nécessité de créer une atmosphère propice à la prestation de soins de santé de qualité par le personnel de la BSG.
  • Nous tous les membres du personnel de la réunion de la RHL en session ordinaire acceptons à l'unanimité de respecter inconditionnellement les règles et règlements internes suivants.

CHAPITRE UN

CLAUSES GÉNÉRALES


Article 1
L'hôpital régional de Limbe est un hôpital public de référence de la région Sud-Ouest, catégorie 3 de la pyramide sanitaire au Cameroun.

Article 2
Les règles et règlements internes stipulent les règles qui lient l'interaction du personnel, c'est-à-dire entre le personnel et les patients, le personnel et l'administration, afin d'optimiser la prestation des soins aux patients.

Article 3
Ce document énonce les obligations / responsabilités ainsi que les droits et privilèges du personnel.

Article 4
Ces règles et règlements sont subordonnés à tous les textes de la hiérarchie: Ministère de la Santé Publique, Ministère de la Fonction Publique, Lois, Décrets, Notes de Service, Lettres circulaires etc. de la République du Cameroun

CHAPITRE DEUX

HEURES DE TRAVAIL ET UNIFORME AU TRAVAIL

Article 3: HEURES DE TRAVAIL
Paragraphe I

En tant qu'établissement de santé, l'hôpital régional Limbe fournit un service 24 heures sur 24, 7 jours par semaine.
Les heures de service sont définies par le législateur camerounais comme suit: de 7h30 à 15h30 avec une pause de 12h30 à 13h00. Cela s'appliquera au personnel en matinée permanente, mais un arrangement différent s'appliquera au personnel travaillant par équipes.
 
Paragraphe II

Prenant en considération la particularité du service, la nécessité de fournir un service 24h / 24 et l'insuffisance des ressources humaines, un système de deux équipes de 8h00 à 17h00 et de 17h00 à 08h00 a été adopté pour couvrir l'hôpital. . Cela doit être ajusté en fonction de la disponibilité du personnel.
 
Article 4: REMISE DES NOTES ET DES RAPPORTS D'APPEL

Tous les patients de l'hôpital doivent être assistés et toutes les informations de suivi documentées.
La remise doit être complète, documentée et signée par les deux parties (équipes entrantes et sortantes). Ceci s'applique à toutes les catégories de personnel.

Rapports d'appels

Les rapports de service d'appel des médecins et des équipes en service posté doivent être rédigés et transmis quotidiennement à la hiérarchie et / ou à l'administration.
Le médecin responsable, le chef de service et le superviseur général doivent lire et signer les rapports d'appel / de service de nuit tous les jours.
 
Article 5: Assiduité et ponctualité
Paragraphe I:
La ponctualité arrive au travail à 7 h 30 pour ceux qui sont en poste le matin et à 8 h ou 17 h pour ceux qui sont en poste à 8 h ou 17 h. En l'absence de justifications tangibles, le retard et l'absence seront sanctionnés.
 
Paragraphe III:
Afin de suivre l'assiduité et la ponctualité, un moyen doit être mis en place pour permettre au personnel de se connecter et de se déconnecter.
 
Article 6: HEURES DE VISITE
Paragraphe I Les heures de visite doivent être respectées par l'administration de l'hôpital. Ces heures sont les suivantes:
Jours de travail / jours fériésLes dimanches
06h00-07h00De 7h00 à 8h00
12h00-2h0012h30-19h00
17h00-19h00

Paragraphe II
Les heures de visite restent les mêmes pour tous les services. Cependant, les tuteurs patients peuvent entrer et sortir de l'hôpital en cas de besoin avec un laissez-passer fourni par la sécurité de l'hôpital.

Article 7:
Paragraphe I

Tout le personnel doit occuper ses différents postes de travail, flâner et occuper inutilement
Les corridors sont interdits et doivent entraîner des sanctions.

Article 8: RÉUNIONS

Toutes les réunions (de routine et d'urgence) convoquées par l'administration sont obligatoires.
Les retards injustifiés ou les absences des réunions entraînent des sanctions
Toutes les justifications doivent être écrites et en cas d'urgence, l'administration doit être informée verbalement, mais plus tard régularisée par écrit.
Toutes les réunions sans l'autorisation préalable de l'administration sont illégales.
Les résolutions des réunions auxquelles l'administration n'était pas représentée doivent être sur la table des directeurs maximum 24 heures après la réunion.
Les résolutions doivent recevoir l'approbation de l'administration avant leur mise en œuvre.
Les réunions illégales attireront des mesures disciplinaires.
L'absence d'une (01) réunion officielle sans justification entraînera des sanctions disciplinaires.

Article 9: UNIFORME DU PERSONNEL / Code vestimentaire

Paragraphe I

Le personnel doit porter son uniforme complet tel que prescrit par son code vestimentaire lorsqu'il est de service.
 
 Article 10: RESPECT DES PATIENTS, DES COLLÈGUES ET DE LA HIÉRARCHIE

Paragraphe I

Le respect mutuel entre le personnel et la hiérarchie est l'épine dorsale d'une relation de travail harmonieuse à l'hôpital.
 
Paragraphe II
Les membres du personnel doivent exercer un respect mutuel entre eux
 
Paragraphe III

Le personnel doit respecter les patients et les utilisateurs qui ont besoin de services hospitaliers.
 
Paragraphe IV
1. Il est interdit de reprocher ou de corriger le personnel devant les patients.
2. Il est interdit d'annuler ou de modifier les prescriptions de collègues à leur insu; les collègues doivent discuter entre eux et s'entendre sur un plan de gestion concertée.

Article 11: CORRUPTION

Paragraphe I

Le comité anti-corruption doit faire son travail à la satisfaction des patients, du personnel et de l'institution selon les prescriptions des textes en vigueur.

Les actes de corruption doivent attirer:
A-Sanctions du Conservatoire:

  • Apparaissant devant le comité anti-corruption
  • Réduction des points
  • Perte de tout ou partie des incitations

B - Sanctions administratives des autorités compétentes

  • Avertissement
  • Suspension du travail
  • Avancement retardé
  • Licenciement

CHAPITRE TROIS

CONGÉS ANNUELS ET ABSENCES AUTORISÉES

Article 12: RUPTURES COURTES
Paragraphe I
Chaque membre du personnel a droit à une pause de 30 minutes pour le déjeuner. Le temps et la rotation du personnel à cet effet sont déterminés par la hiérarchie des divers services rendus à l'hôpital.
 
Article 13: CONGÉ
Paragraphe I

Les congés annuels sont accordés par l'administration de l'hôpital uniquement sur la base d'une décision de congé signée par l'autorité compétente, conformément aux règles et règlements de la fonction publique. La notification des congés est effectuée conformément à un calendrier établi dans un système de rotation afin d'éviter toute interruption du bon fonctionnement des services rendus dans l'hôpital.
 
Paragraphe II

Les congés devraient être prévus au début de chaque exercice budgétaire et au niveau de chaque département.
 
Paragraphe III

Le tableau résultant devrait être rapidement envoyé au bureau chargé de la gestion des congés du personnel.
 
Paragraphe IV

Le consentement et l'approbation du chef de service sont requis pour le départ du personnel en congé.
Le chef de service n'écrit pas seulement vu et transmis au prochain niveau mais indique plus important si oui ou non des arrangements ont été faits pour que le service soit couvert.
 
Paragraphe V

Sans préjudice des autres dispositions, le départ en congé peut être différé en raison d'un besoin de service si la situation du personnel ne le permet pas.

Article 11: PERMISSION
Paragraphe I

Toutes les demandes d'autorisation d'absence sont faites par écrit en indiquant clairement la raison et la date de début et de fin de l'absence et le lieu de séjour. La demande doit être faite trois jours avant la date prévue du départ. Ce délai n'est pas respecté en cas d'urgence mais la hiérarchie doit être informée dans les vingt-quatre heures.
 
Paragraphe II

Au cours d'une année budgétaire, une autorisation maximale de six jours et dix jours est accordée pour les agents contractuels et les fonctionnaires, respectivement. Tout dépassement doit être déduit du congé annuel.
 
Paragraphe III

Tous les congés et autorisations sont enregistrés dans le registre des congés annuels (congé de maladie, permission) à l'attention du directeur.
 
Paragraphe IV

Les contractuels et les agents de l'Etat ont droit à 18 jours de congé annuel.
 
Article 12: ABSENCE DE DROIT
Paragraphe I

Toute personne qui ne se présente pas à son lieu de travail ou qui arrive en retard en raison d'un empêchement indépendant de sa volonté, doit aviser son supérieur par téléphone ou par tout autre moyen de la durée estimée de son retard ou absence.
 
Paragraphe II

Une fiche du personnel doit être conservée au bureau du médecin-conseil et du superviseur général
 
Article 13: AUTORISATION POUR ABSENCES SPÉCIALES
Paragraphe I

Une autorisation spéciale pour les absences peut être obtenue dans les deux cas suivants;
  • Pour l'accomplissement d'une mission d'intérêt public
  • Pour les événements familiaux dans les délais suivants; ​
​Events ​Days 
​Marriage of the employee ​5 working days not including traveling days
​Death of spouse​5 working days not including traveling days 
​Wife given birth​3 working days not including traveling days
​Death of mother or father​3 working days not including traveling days
​Death of child​3 working days not including traveling days 

Paragraph II
These special authorizations for absence are not deductible from the annual leave of the
concerned.

Article 14: ABSENCES FOR ILLNESS OR ACCIDENTS
Paragraph I
All person impeded by illness or accident should inform his/her superior within 24 hours.

Paragraph II
All absences for health reasons lasting more than seventy-two hours (72) must be justified by an authentic medical document issued by a doctor registered with the national order of doctors.

Paragraph III
If at the deadline fixed by the document, the concerned is unable to resume work, a new medical document fixing the duration of the prolongation is required.

Paragraph IV
Beyond six months, the law governing extended leave becomes applicable.

Article 15: FURTHER STUDIES/TEMPORARY ABSENCES
Paragraph I
All persons wishing to undertake studies or research must obtain permission beforehand from the ministry of public service in order to carry out the training course and to be absent temporarily depending on the situation.

CHAPTER FOUR

RESPONSIBILITIES 
 
Article 16: HOSPITAL RESPONSIBILITIES 
The Regional Hospital Limbe answers only acts perpetrated by members of staff who are regular in service and within the framework of the mission assigned to the concerned. 

Article 17: RESPONSIBILITY OF THE TECHNICAL STAFF 
Paragraph I  The authority to prescribe is given to the medical doctor. However, within the context of laid 
down protocols, a senior nurse may prescribe in the absence of the doctor. 
 
Paragraph II
The specialists are responsible for any acts in his/her area of specialty. S/he is to fully direct all general practitioners deployed to his area of jurisdiction. 
 
Paragraph III
A general practitioner deployed to a specialized field of work is under the direct supervision of the specialist. S/he is must fully participate in the activities of the service. The specialist must give them maximum exposure and support. 
 
Paragraph IV
The nurse is a part of the team and in this respect; s/he applies nursing care and gives feedbacks to the doctor. 
 
Paragraph V
The specialized nurse or the medico-sanitary technician is responsible for all that is done within the framework of their specialty. 
 
Paragraph VI
The assistant nurse, asst. laboratory technician and the junior nurse all work under the direct supervision of the senior nurse. They are to effectively and fully participate in the nursing care activities of their branch. 
 
Article18: RESPONSIBILITIES OF ADMINISTRATIVE PERSONNEL
The administrative personnel are part and parcel of the hospital system as such must function to facilitate the work of all the personnel in all the departments. The staff must also work to facilitate the work of the administrative staff.

CHAPTER FIVE

WORKING RELATIONSHIP WITHIN THE HOSPITAL

Article19: STAFF RELATIONSHIP
A healthy relationship between the staff is a priority within the hospital. 

Paragraph I
Ward rounds, meetings have to be organized in every service regularly. 

Paragraph II
Each service must organize itself in order to avoid any situation having to breed conflicts and suspicion. 

Paragraph III
In order to promote mutual assistance between the staff of each service, the administration must encourage mutual assistance in moments of happiness, sadness among the staff. 

Paragraph IV
Gathering, leisure walks in the passage ways and corridors of the hospital are forbidden. 
 
Article 20: RELATIONSHIP BETWEEN THE STAFF AND USERS 
 Paragraph I

The hospital staff must be welcoming, serviceable and available towards users. 

Paragraph II
Users of the Limbe Regional Hospital must be sensitized on the rules and regulations of the hospital  

Paragraph III
In case of destitute the social service must manage it and in the case of emergency normal emergency procedures should be followed. 
 
Paragraph IV
The hospital is not a market, consequently any commercial transactions in the corridors or offices are strictly forbidden. Staff caught promoting these acts shall be sanctioned. 
 
Paragraph V
All manifestation of anti-team spirit collectively or individually is totally forbidden and will be severely sanctioned, e.g. gossiping, lying, quarrelling etc. 

Assault of a staff member by another is a criminal offense and shall attract a sanction from the administration without prejudice to the legal procedures that the victim will engage to seek justice. 

Paragraph VI: THE CONDUCT OF THE TRAINEE AT THE LIMBE REGIONAL HOSPITAL
The trainee at the Limbe Regional Hospital has obligations with regard to the training institution, the hospital administration, the users and the trainee’s own conduct. Every trainee must conduct him/herself according to the code of conduct and discipline of the hospital. 
 
1. IN RELATION TO THE INSTITUTION (PREMISES)
Cleanliness The trainee must assist the hospital administration to keep its premises clean by refraining 
from littering and educating others in the same line.  
  • Ensure the neatness of office furniture. 
  • Present his/her badge or school identity card in order to have access to the hospital. 

2. IN RELATION TO THE TRAINING TEAM
The trainee must be; · Submissive 
  • · Obedient and  
  • · Honest 
In fact the trainee is responsible for equipment entrusted them. It is forbidden for a trainee to; 
  • o Walk aimlessly within departments 
  • o Loiter in the hospital corridor. 
  • o Use equipment without prior permission from a superior. 
  • o Carryout any other activity at the hospital (apart from training) to which they have not been assigned. 
 
3. IN RELATION TO THE HOSPITAL ADMINISTRATION
The trainee is required as a collaborator and member of the health care team to observe the service notices of those in charge of the premises. 
 
4. IN RELATION TO USERS
The trainee has to;
  • Orientate patients and their families to the required service.
  • Be welcoming
  • Avoid administering treatment to patients without the consent of the staff in charge of the health care team.
  • If the trainee is guilty of keeping an article that belongs to the hospital, or some other person or the hospital staff in the hospital, the item must be returned and other sanctions applied as appropriate.
  • Keep professional secrets. 

5. IN RELATION TO THE TRAINEE
The trainee must develop qualities that will facilitate the learning process. 

Moral qualities ü Honesty 
  • Probity 
  • Devotion 

Dressing Code 
  • The trainee must put on a white uniform carrying a badge on which is written; names and surnames, school, training cycle and year of study. 
  • Putting on of jewelry is strictly forbidden during training hours. 
  • Nails must be clean and trimmed. 
  • A cap for ladies (females) is equally required for trainees in nursing. 
  • Putting on dressing that exposes breasts, upper thighs, abdomen and other intimate body parts must be avoided 

CHAPTER SIX

SPECIAL INSURANCE OF THE HOSPITAL

Article 21: INSURANCE MODALITIES 
Paragraph I In case of ill health, staff and members of their nuclear family benefit from exoneration on the charges for laboratory tests and other exams. The percentage shall be determined by the administration of the hospital.  Doctors, senior staff and their nuclear families are hospitalized in the private ward and the others in any other ward. While encouraging all working in the hospital to strive  to  to be covered by some form of insurance or risk sharing mechanism.  
 
Paragraph II
In case of an accident occurring when a member of staff is at work or on the way to or back from work, such is declared as a professional accident and the normal procedure for compensation by the National Social Insurance Fund is activated. Staff on permission that has been duly accorded are considered to be on duty. The hospital administration shall decide on how to assist staff employed by the management board hence cannot benefit from national social insurance fund. 
 
Paragraph IV
In case of death of staff, the accommodation of the corpse at the mortuary is free for a duration of 30 days. After this deadline 25% of the total charges will be paid by the family. For the staff’s nuclear family member, the accommodation of the mortal remains is free for a period of 15days. Fifty percent of the total charge shall be paid if this deadline is exceeded. For an extended family member the staff shall pay (50%) fifty percent of the charges. These percentages are subject to modification as proposed by the administration in place and accepted by the general assembly. 

CHAPTER SEVEN

GRATIFICATION AND SANCTIONS

Article 22: GRATIFICATION 
Paragraph I

A member of staff who distinguishes him/herself in the manner of working will have the right to a special letter of congratulation delivered by the administration of the Limbe Regional Hospital. 
 
Paragraph II
Upon retirement of a staff, the hospital shall organize a send off party. An envelope of one hundred thousand (100.000) FCFA “happy separation package”, deducted from the individual quota part of all the staff, shall also be handed over to the staff. (see RHOSA bylaws). The amount of the envelope is also subject to modification as proposed by the administration and voted by the general assembly. 
 
Paragraph III
At the end of each year, an end of year ceremony shall be organized during which the best performing staff/service of the year shall be identified and rewarded an amount agreed upon by the staff. It shall be deducted from the annual motivation of each worker and saved for this purpose. This ceremony shall be budgeted for in the revenue set aside budget and supplemented by funds raised through appeal letters. 
 
Article 23: SANCTIONS 
Paragraph I After a thorough investigation of the charges made, sanctions shall be meted out on any staff that acts contrary to the ethics and present internal rules. These sanctions shall range from conservatory measures (suspension of quota parts) to administrative measures as stipulated by the rules and regulations of the public service. o There verbal warnings 
  • Query letter 
  • Official warning with an entry in to the file 
  • Suspension from work 
  • Delay of promotion (advancement) 

Paragraph II
Any staff guilty of misconduct as serious as failure to administer treatment, illegal sale of medication, absences at shift and duty hours, extortion of money from patient’s or and their care taker, late coming, irregular absences, absenting from meetings; the administration of the regional hospital can be called upon to administer disciplinary measures ranging from suspension from quota part from one to more months against the staff in question, who shall lose the right of any benefits during these periods after facing the anticorruption and/or the disciplinary committee. 
 
Paragraph III
If it is established that a piece of equipment was defective because it was poorly handled, the staff shall have to pay for a new one or bear the cost of repairs. If the staff cannot be identified, the service shall be punished. 
 
Paragraph IV
To this effect, the sanction procedure which is to take effect within a maximum of three weeks shall be done as follows; 
  • An explanatory request addressed to the concerned 
  • An analysis of the file and an investigation by the disciplinary committee. 
  • Handing over of the accused to the medical committee and para-medical for doctors, dental surgeons, pharmacist, biologist and medico-sanitary staff and handing over to the administration i.e. copies of the report will be sent to these quarters.

CHAPTER EIGHT

SURVEILLANCES, DUTY CONSTRAINTS AND SUPERVISION

In order to ensure 24hrs functioning of the Regional Hospital Limbe, keeping watch over patients, duty calls and supervisions are organized within the hospital. 

Article 25: DOCTORS ON CALL 
Paragraph I All general practitioners working at the Limbe Regional Hospital are included in the shift   schedule 
 
Paragraph II
The medical adviser following the needs and work force available and proposals from the chiefs of services establishes the call duty roster for doctors. The medical adviser releases and distributes the shift schedule to those concerned. 

Paragraph III
The shift last 12hrs from 5.00pm to 8:00am on working days. On weekends and public holidays it shall be from 8.00am to 8.00am the next day. If there are many doctors, the doctor on call may be exempted from consulting during the morning shift before coming for the call in the afternoon but may be required to do the ward rounds etc whichever arrangement is deemed most appropriate. 
 
Paragraph IV
The Limbe Regional Hospital provides food and accommodation for doctors on call, and they receive incentive in cash every month of which the rates are determined according to the hospital revenue.

Paragraph V
The doctor on call is the head of the call team. S/he coordinates the medical and para-medical activities and calls on specialist in case of need. 

The backup specialist is not there to cover the doctor on call when s/he is absent, but to provide technical support when called to do so. 

If the doctor on call is to be absent s/he must make adequate arrangements for his/her shift to be covered. The staff accepting to cover the shift must manifest the acceptance by signing on the notification of absence submitted to the medical adviser. The same goes for all categories of staff. 

Paragraph VI
The technical supervisor of the doctor’s shift is the medical adviser and / or director when the director is a medical doctor. The administrative supervisor may be any other category of staff who has been trained to do so. 
 
Paragraph VII
The doctor on call writes and signs the reports of the shift. This report on the shift follows the format; date signature and stamp of the doctor, number of patients consulted, hospitalized by the service, deaths, potential epidemic illness (suspicion of meningitis, cholera etc.), problems encountered during the shift in the register provided for such cases. 
 
Article 26: ACTIVITIES OF SPECIALIST 
Paragraph I All specialists working at the Limbe Regional Hospital are included in the planning of call duties. 
 
Paragraph II
The medical adviser with the proposal of the chief of service establishes the call duty roster for doctors. 
The call duty roster is put in the department concerned and in the duty room of general practitioners and copied to the administration of the region. 

Paragraph III
Supervision covers a period of one week going from Monday-Sunday, the specialist on call can be called upon in case of need whether in the day or in the night. 
 
Paragraph IV 
The specialist may delegate their functions to a GP with whom s/he has worked and can attest that s/he is competent, but the specialist must maintain contact as backup. 

Paragraph V
The Limbe Regional Hospital compensates the specialist on supervisory duty with a bonus. 
(Monthly incentives to be determined by the administration) 

Article 27: SUPERVISION OF SHIFT 
Paragraph I

In order to solve administrative and/or technical problems, a supervisory system for shifts is put in place at the Limbe Regional Hospital. 

Paragraph II 
The pool of supervisors shall comprise of:
  • The medical adviser  
  • The service manager
  • The general supervisor(s)
  • Any other co-opted person(s) based on their competences 

The director shall be the overall supervisor 

Paragraph III 
The supervision by the medical adviser, general supervisor(s) shall be both technical and administrative but for the service manager it shall be technical only if s/he is a health professional. 
 
Paragraph IV
The shift supervisors (medical adviser/co-opted doctors for doctors and general supervisors/co-opted nurses for nurses) represent the director during the period of supervision within the limits of his/her prerogatives. The shift supervisors are charged with; 
 
Administrative aspects of supervision: 
  • Ensuring the effective presence of staff at their post 
  •  Ensuring the financial coverage of the expenses of the patients admitted within the framework of “bon de prise en charge” 
  • Solving any administrative problems that arise within the limits of their competence. 
  • Facilitating the coverage of expenses of emergency/urgent cases and/or the destitute 
  • Ensuring proper handling of equipment/ reporting any damage or misuse or malfunction. 

Technical aspects of supervision  
(for supervisors who are health professionals) 
  • Ensuring the appropriateness of medical attention given to patients. 
  • Proper reception of patients 
  • Proper recording of information in different management tools etc. 
The director should be notified about lateness, absence of the staff and also problems arising during the shift. 

Paragraph III
There are two kinds of supervisors;
  1. Technical supervisor comprising of health personnel (medical adviser, general supervisor(s), other co-opted health personnel) 
  2. Non-technical (administrative) supervisors 

Paragraph VI
The supervisors are required to be physically present for the supervisory exercise. 

Paragraph V
An allowance benefit included in the shares is allowance to supervisors (modalities reserved to the discretion of the administration) 

Paragraph VI
The supervisor informs the medical adviser in case of his/her absence, the medical adviser with the director then take the necessary measures for the continuity of service. 

CHAPTER NINE

REVENUE, QUOTA PARTS AND COST RECOVERY

Article 28: THE REVENUE 
Paragraph I The RHL does not yet enjoy financial autonomy. The revenue of the Limbe Regional Hospital 
is collected daily by the revenue collector on working days, weekends and public holidays and managed according to the existing texts. 
 
Paragraph II
No intermediary agent is allowed to keep funds. 
 
Paragraph III
In the absence of the revenue collector or service manager, the director will take measures to ensure that funds are collected normally and well secured. 
 
Paragraph IV
The areas of revenue collection have to be well secured. 
 
Paragraph V
Control should be regular and intensified by the administration to ameliorate the quality of revenue collection in order to reduce fraud. 

Anyone caught deviating hospital revenue shall be handed over to the legal department 
 
Article 29: QUOTA PARTS 
Paragraph I  

The Limbe Regional Hospital pays its medical and Para-medical staff quota parts deducted 
from the hospital revenue on monthly basis and distributed in accordance with ministerial 
texts. 
 
Paragraph II
The payment of quota part is monthly between the 1st and the 5th of every month. The periodicity can be modified by tacit agreement between the administration of the hospital and the staff.

Article 30: COST RECOVERY 
Paragraph I

By a resolution of the hospital management committee, it is instituted in the Limbe Regional Hospital an additional fee on some medical services offered known as cost recovery. 
 
Paragraph II
The collection is practiced in the mortuary, x-ray, echography, and lab, and all the staff of the hospital benefit from it according to ministerial text. Used for the purchase of reagents and some medical consumables. 
 
Paragraph III
By resolution of the management committee, it is instituted in the Limbe Regional Hospital an additional fee on some medical services offered known as kit. 

The collection is practiced in all the services and all the staff of the hospital benefit from it according to ministerial text. 
 
Article 31:  THE COMMISSION IN CHARGE OF REVENUE AND DISTRIBUTION OF QUOTA PARTS
Paragraph I
A commission in charge of revenue and the distribution of quota parts is created within the Regional Hospital. 
 
Paragraph II
Their duties are as follows;
  • To follow up revenue collection in all services of the hospital 
  • To work hand in hand with the commission for the fight against corruption. 
  • To make sure that staff receive their dues regularly 
  • To propose efficient and impartial methods for revenue collection and quota part calculation. 

Paragraph III
According to the text of the quota parts, the member of the committee of the Limbe Regional Hospital nominates the members, with the sole criteria being probity and sense of responsibility. It is composed of the following; 
  • The director 
  • Paramedical staff representative  
  • Doctors representative 
  • Dental representative 
  • Pharmacist representative 
  • Syndicate representative 
Paragraph IV
It is the committee that works in close collaboration with the administration for better follow up and supervises the distribution of the quota parts. This committee shall not by any means transform itself into an audit committee. 
 
Article 32 : NURSING CARE
Paragraph I  
Given the service rendered, vital signs, bathing, dressing etc, a sum determined depending on the prevailing financial circumstances will be paid by patients to cover for nursing care. 
 
Paragraph II
According to the prevailing financial situation an agreed weekly amount shall be charged for all inpatients to cover for nursing kits. This amount is paid once and must be receipted for in every ward. This amountwill cover for plaster, spirit, gauze, syringes, gloves, cannula, drip set, and cotton. This will help to keep patients from going up and down for different items and ease the work of the practitioners. 
 
Paragraph III
Each ward shall be charged with the management of the nursing kit. 
 
Paragraph IV
​The administration shall ensure the control of the nursing kit. 

CHAPTER TEN

SCALE OF APPRECIATION FOR ANNUAL MOTIVATION

I. Selection criteria;
The Limbe Regional Hospital at the end of each year organizes a ceremony on the occasion of the award of the best staff (paramedical, medical and auxiliaries). In order to minimize the risk of subjectivity in the appreciation of the staff, the criteria for selection are as follows; 
  • The use of criteria outlined in the books of record of the public service i.e. public service rules and regulation. 
  • Selection by professional categorization 
  • Designation of a jury and a sub-jury per department (service).  
  • Determination of the best staff by secret balloting or universal suffrage. 

I.1 Paramedical staff
Selection is by grading each staff attributes scores to the others according to the unit. Those who are pre –selected undergo the same test at the level of work. The final selection is done at the level of paramedical and medical committee. 
 
I.2 Doctors And Those Of The Same Category:
Pre-selection is at the level of the service, final selection at the medical committee. 
 
I.3 Non Medical Staff 1.
​The final selection at the level of the board of directors. 2. Pre-selection at the level of service. 

II. CRITERIA RETAINED

​QUALITIES MAXIMUM POINTS 
​Aptitude ​ /10 
​Serviceability ​ /10 
​Professionalism ​ /10 
​Morality ​ /10 
​Assiduity ​ /10 
​Respect of hierarchy​ /10 
​Human relationship ​ /10 
​Punctuality ​ /10 
​Putting on working uniform​ /10 
​Public relation​ /10 
TOTAL/100 
The appreciation of each criterion is easier on a scale comprising of three values: 
  • Excellent : 9-10 
  • Good  : 7.5-8.9 
  • Average : 5-7.4 
  • Poor  : 2-4.9 
  • Very poor : 0-1.9 
Marks below 5/10 and 10/10 must be accompanied by an explanatory note. 

CHAPTER ELEVEN

NHIMS

Statistics
i. Statistics must be compiled and forwarded to the administration on monthly bases by the ward charges and service heads. 
ii. The Statistician is responsible for distributing the statistics forms and follow up that statistics are collected and transmitted to the administration 
iii. The ward charges and service heads should inform the administration by writing in case statistics have not been collected by the 5th of every month. 

Service reports
By the 5th of every month every ward charge and service head should forward a comprehensive report in terms of activity, the state of equipment, personnel and staff strength. 
 
Research activities
No research or release of any hospital information is allowed without a written authorization from the administration and ethics committee. 
 
Paragraph IV
In the event of increase in work load due to medical emergencies, personnel shall be mobilized even during their rest/ leave period to reinforce the team already in place without any extra financial implications. 

Paragraph V Some Meetings

​Meeting ​Days ​Frequency ​Time 
​Monday coordination meeting​Monday ​Every Monday ​8AM 
​Therapeutic committee meeting​Wednesday ​Every Wednesday 8AM 
​Continues Medical Education (CME)​Thursday​Every Thursday ​8AM 
​Administrators meetings​Thursday ​Every Thursday ​10AM 
​General “grand” ward rounds​To be determined ​One service every week​8AM
​Management committee meeting (quarterly) ​To be determined ​Quarterly​To be determined
​Monthly coordination meeting to present comparative statistics of activitie​Tuesday​1st Tuesday of the month To be determined 
​General staff meeting ​Friday ​Twice a  year ​To be determined 
​Quota part committee meetingTo be determined 
​Monthly ​To be determined
​Anti-corruption committee meetingTo be determined  
​Every two months ​To be determined 
​Hygiene and sanitation committee meetingsTo be determined  
​Quarterly ​To be determined 

CHAPTER TWELVE

FINAL DISPOSITIONS

Article 33: 
Paragraph I

The present rules and regulation were adopted at the GENERAL ASSEMBLY meeting of the Regional Hospital Staff on the _________________. 
 
Paragraph II
These internal rules and regulations will be published in all departments of the hospital for adequate circulation. 
 
Paragraph III 
These internal rules and regulations shall be amended upon request from all of the members of the general assembly or when three quarters of the members deem it necessary. 

INTERNAL SANCTION SCALE OF ALL  STAFF 
The following rules are applied after thorough investigation of the accusations and within 3 weeks of notification of the offence: 

The sanctions are not classified in order of importance. 

These sanctions are applicable to all. 

All cases of indiscipline are sanctioned by a drastic reduction of bonuses and quota part according to the given percentage. 

The disciplinary file goes beyond local conservatory measures to the delegation of public health for further action.  

The table below shows the offence and malpractice and their sanctions. 

​Nº ​Offence ​Sanctions 
1​Perpetual late coming​25% of QP/Motivation 
2Absenteeism (unjustified)​100% of QP/Motivation
3​Not duty conscious​25% of QP/ Motivation
4​Deviation of patient​100% of QP/Motivation 
5​Parallel selling of drugs​100% of QP/ Motivation
6​Bribery and corruption​100% of QP/Motivation 
7​Not assiduous​100% of QP/Motivation 
8​Others​100% of QP /Motivation

ORGANOGRAM OF REGIONAL HOSPITAL LIMBE

​NB: From down to up this organogram is also represents  the complaints procedure. 

ACKNOWLEDGEMENT

This document is as a result of hard work of the following distinguished individuals:

1. Dr. BIJINGNI Kuwoh Pius
2. Dr EyongEta Divine medical Adviser
3. Kolle Alphons Service manager
4. Epingo Emilia General supervisor
5. Namondo Sally Asst Gen Supervisor
6. Dr Balimba Mpoke Marie
7. Dr Zouna Frank
8. Dr Simo Wambo
9. Dr Tseuko Dorine
10. Bumah Mercy
11. Dr Nlend Batam Noe Sylvain
12. Dr Tagne Cathy
13. Dr Ndifon Micheal
14. Mondoa abel
15. Zinkeng Goretti
16. Akumawah Delphine
17. Mbame Mary
18. Kamga Jean
19. Ebende Marie
20. Ndive Oscar
21. Teghen Samuel
22. Divine Ashu
23. Ewanoge Alice
24. Suireng Anicetus
25. Munge Beatrice
​26. Tatoh Adeline 

Abonnement