The Implications of Speciality Seniority - Read Carefully

Serious promotion anomalies in new G.O-- panel senioroty in specialty would prevail over CML seniority. Rural service is ignored

கிராமப்புறத்தில் பணிபுரியும் மருத்துவர்களை பாதிக்கும் விதியை உடனடியாக ரத்து செய்ய வேண்டும்

இதுவரை அமலில் இருந்த விதிமுறை : ஒரு மருத்துவர் முதலில் அரசு பணியில் சேரும் போது கிராமப்புற ஆரம்ப சுகாதார நிலையத்தில் சேர்ந்தாலும், அல்லது அரசு மருத்துவமனையில் மருத்துவக்கல்லூரியில் சேர்ந்தாலும், ஒரே பணி மூப்பு - CML (Civil Medical List) based on TNPSC Seniorty - என்ற விதி இது வரை நடைமுறையில் உள்ளது.

அதாவது அவர்கள் கிராமப்புற மருத்துவமனைகளில் பணிபுரியும் காலகட்டம் அவர்களது பதவி உயர்விற்கு (TNPSC Seniorty) எடுத்துக்கொள்ளப்பட்டது

தற்சமயம் அரசாணை 354 நாள் 23.10.2009ன் படி இந்த விதி மாற்றப்பட்டுள்ளது (பார்க்க படங்கள் 25 - 26 Illustration 4)
எனவே மருத்துவர்கள் ஆரம்ப சுகாதார நிலையங்களில் பணிபுரியும் காலகட்டமும், அவர்கள் பணியில் சேரும் போது உள்ள CML சீனியாரிட்டிக்கும் மதிப்பிலை என்று ஆகிறது now the time spend by a medical officer in PHC is totally wasted

அவர்கள் மருத்துவக்கல்லூரியில் உதவிப்பேராசிரியராக பணியில் சேரும் நாள் மட்டுமே அவர் பேராசிரியராவதற்கு தகுதி என்றாகிறது

கிராமங்களில் 3 முதல் 4 வருடம் பணிபுரிந்து அதன் பிறகு பட்ட மேற்படிப்பு படிக்கும் மருத்துவரை விட கிராமப்புறங்களில் ஒரு நாள் கூட பணிபுரியாதவர் சீனியாரகும் அவல நிலையை இந்த ஆணை உருவாக்குகிறது

இந்த விதி உடனடியாக ரத்து செய்யப்பட வேண்டும்.

உதாரணமாக 2006 வரை கிராமப்புறங்களில் சேர்ந்தவர்கள் (ஒப்பந்த அடிப்படையில் சேர்ந்தவர்கள் உட்பட) இது வரை யாரும் படித்து முடிக்க வில்லை. இவர்கள் அனைவரும் படித்து முடித்து மருத்துவக்கல்லூரிகளில் சேர்வது 2013க்கு பிறகு தான்ஆனால் 2007 முதல் 2013 வரை படிக்கும் non service pg மருத்துவர்கள் இவர்களை விட சீனியாரும் வகையில் இந்த ஆணையில் விதி உள்ளது. இது கிராமப்புறங்களில் பணிபுரியும் மருத்துவர்களை பாதிக்கிறது.

இந்த புதிய விதியினால் இனி வரும் காலங்களில் கிராமப்புறங்களில் பணிபுரிய மருத்துவர்கள் விரும்பாமல் நேரடியாக மருத்துவக்கல்லூரியில் சேரவே விரும்புவார்கள்.

பல வருடங்களுக்கு முன்னர் இருந்தது போன்ற நிலை ஏற்பட வாய்ப்பு உள்ளது

எனவே இந்த புதிய விதியை உடனடியாக ரத்து செய்து, தகுதி இருப்பின், அனைத்து பதவி உயர்வுகளும், CML மூப்பு அடிப்படையிலேயே வழங்கப்பட்ட வேண்டும் என்றும் அனைத்து seniority panelகளும் CML சீனியாரிட்டியின் அடிப்படையிலேயே இருக்க வேண்டும் என்றும் மாற்றப்பட வேண்டும்

--
*ILLUSTRATIONS BY Dr.RAJA.S.VIGNESH

*ILLUSTRATION 1

DOCTOR	A	B
DATE OF APPOINTMENT	1/4/2003	1/4/2009
QUALIFICATION ON APPOINTMENT	MBBS	M.D
COMPULSORY RURAL SERVICE DONE BEFORE DOING P.G	4 YEARS	NIL
DATE OF QUALIFIED P.G COURSE	1/4/2010	1/4/2009
TOTAL SERVICE AS ON 1/10/2010	7 YEARS	1 YEAR
PROMOTION TO SAP AS PER MCI	2015 TOTAL SERVICE 12 YEARS	2014 TOTAL SERVICE 5 YEARS
PROMOTION TO ASS-P AS PER MCI	2019 TOTAL SERVICE 16 YEARS	2018 TOTAL SERVICE 9 YEARS
PROMOTION TO PROF AS PER MCI PAY BAND 4	2021 TOTAL SERVICE 18 YEARS	2020 TOTAL SERVICE 11 YEARS

*ILLUSTRATION 1

1. THE JUNIOR DOCTOR B WHO HAD NOT SERVED IN RURAL AREAS PHC/GH EVEN FOR A SINGLE DAY AND ALSO JUNIOR TO DOCTOR A BY 7 YEARS GETS ALL PROMOTIONS BEFORE DOCTOR A AND HE IS ALWAYS ADMINISTRATIVE SUPERIOR.

2. DOCTOR B ENJOYS THIS PRIVELAGE BECAUSE HE WAS APPOINTED DIRECTLY TO DME SIDE WHILE THE SERVICE OF 7 YEARS PUT IN BY DOCTOR A IS NOT CONSIDERED AT ALL FOR PROMOTION AS DOCTOR A COMES TO DME SIDE LATER.

3. DOCTOR A PAYS THE PRICE FOR UNDERGOING COMPULSORY RURAL SERVICE BEFORE ENTERING P.G AND THUS HIS SERVICES ARE NOT COUNTED FOR PROMOTION.

4. DOCTOR A GETS PAY BAND 4 IN 18 TH YEAR OF SERVICE WHILE DOCTOR B THOUGH JUNIOR BY 7 TEARS GETS PAY BAND 4 AT 11TH YEAR OF SERVICE ITSELF

*ILLUSTRATION II

DOCTOR	A	B
APPOINTMENT	1/1/2001	1/10/2008
QUALIFICATION ON APPOINTMENT	M.D	M.D
DEPARTMENT OF 1ST APPOINTMENT	PHC/GH	NO
TOTAL SERVICE IN NON DME SIDE RURAL AREA	8 YEARS UP TO 2009	NIL
DATE OF START OF SERVICE IN DME	2009 TOTAL SERVICE 8 YEARS	2008 TOTAL SERVICE NIL
SENIOR ASSIST PROFESSOR	2014 TOTAL SERVICE 13 YEARS	2013 TOTAL SERVICE 5 YEARS
ASSOCIATE PROFESSOR	2018 TOTAL SERVICE 17 YEARS	2017 TOTAL SERVICE 9 YEARS
PROFESSOR PAY BAND 4	2020 TOTAL SERVICE 19 YEARS	2019 TOTAL SERVICE 11 YEARS

*ILLUSTRATION 2

1. DOCTOR A AND B ARE QUALIFIED M.D SPECIALISTS ON THEIR DATE OF APPOINTMENT ITSELF

2. DOCTOR A SERVED IN RURAL AREAS PHC/DMS FOR 7 YEARS BEFORE COMING TO DME SIDE

3. IN DME SIDE THOUGH DOCTOR B IS JUNIOR BY 7 YEARS TO DOCTOR A, HE IS PROMOTED BEFORE DOCTOR A AND IS THE ADMINISTRATIVE SUPERIOR FOR THE REST OF SERVICE. DOCTOR B ENJOYS THIS PRIVELAGE BECAUSE HE WAS APPOINTED DIRECTLY TO DME SIDE WHILE THE SERVICE OF 7 YEARS PUT IN BY DOCTOR A IS NOT CONSIDERED AT ALL FOR PROMOTION.

4. DOCTOR A GETS PAY BAND 4 IN 19 TH YEAR OF SERVICE WHILE DOCTOR B THOUGH JUNIOR BY 8 YEARS GETS PAY BAND 4 AT 11TH YEAR OF SERVICE ITSELF.

*ILLUSTRATION III

DOCTOR	A	B
APPOINTMENT	1/1/2001	1/10/2008
QUALIFICATION ON APPOINTMENT	M.D	M.D
DEPARTMENT OF 1ST APPOINTMENT	DME	DME
TOTAL SERVICE IN DME SIDE NOT SAME SPECIALITY AS P.G. QUALIFICATION	8 YEARS UP TO 2009	NIL
DATE OF START OF SERVICE IN DME SAME SPECIALITY AS P.G QUALIFICATION	2009 TOTAL SERVICE 8 YEARS	2008 TOTAL SERVICE NIL
SR ASSIST PROFESSOR	2014 TOTAL SERVICE 13 YEARS	2013 TOTAL SERVICE 5 YEARS
ASS PROFESSOR	2018 TOTAL SERVICE 17 YEARS	2017 TOTAL SERVICE 9 YEARS
PROFESSOR PAY BAND 4	2020 TOTAL SERVICE 19 YEARS	2019 TOTAL SERVICE 11 YEARS

*ILLUSTRATION 3

1. DOCTOR A AND B ARE QUALIFIED M.D SPECIALISTS ON THEIR DATE OF APPOINTMENT ITSELF IN DME SIDE.

2. DOCTOR A SERVED IN A DEPARTMENT OTHER THAN HIS SPECIALTY FOR 7 YEARS BEFORE COMING TO HIS SPECIALITY DEPARTMENT

3. IN SPECIALITY DEPARTMENT THOUGH DOCTOR A AND B HAVE SAME PERIOD OF TOTAL SERVICE, DOCTOR B IS PROMOTED BEFORE DOCTOR A AND IS THE ADMINISTRATIVE SUPERIOR FOR THE REST OF SERVICE. HE ENJOYS THIS PRIVELAGE BECAUSE HE WAS APPOINTED DIRECTLY IN HIS OWN SPECIALITY DEPARTMENT IN DME SIDE WHILE THE SERVICE OF 7 YEARS PUT IN BY DOCTOR A THOUGH EQUALLY QUALIFIED, BUT IN OTHER DEPARTMENT IS NOT CONSIDERED AT ALL FOR PROMOTION.

4. DOCTOR A GETS PAY BAND 4 IN 19 TH YEAR OF SERVICE WHILE DOCTOR B THOUGH JUNIOR BY 8 YEARS GETS PAY BAND 4 AT 11TH YEAR OF SERVICE ITSELF

*ILLUSTRATION IV

DOCTOR	A	B
APPOINTMENT	1/10/1997	1/10/1997
QUALIFICATION ON APPOINTMENT	MBBS	MBBS
DEPARTMENT OF 1ST APPOINTMENT	DPH	DPH
P.G. QUALIFICATION ( after seving mandatory 2 yrs)	2003	2003
POSTING AFTER COMPLETING PG	PHC	DME
DATE OF START OF SERVICE IN DME SAME SPECIALITY AS P.G QUALIFICATION	2008	2003
SR ASSIST PROFESSOR	2013	2008
ASS PROFESSOR	2017	2012
PROFESSOR PAY BAND 4	2019	2014

*ILLUSTRATION 4

1. DOCTOR A AND B ARE JOIN IN PHC WITH COMPULSORY RURAL SERVICE OF 2 YEARS BEFORE JOINING PG.

2. BOTH JOIN PG IN THE SAME YEAR

3. DOCTOR A IS POSTED IN A PHC AFTER PG WHEREAS DOCTOR-B IS POSTED IN DME SIDE IN THE CONCERNED DEPARTMENT.

4. DOCTOR A JOINS DME SIDE 5 YEARS AFTER DOCTOR B

5. DOCTOR B GETS PAY BAND 4 FIVE YEARS PRIOR TO DOCTOR A, EVENTHOUGH BOTH THE DOCTORS HAVE JOINED SERVICE, COMPLETED POST-GRADUATION SIMULTANEOUSLY.

· EVERYONE IS AWARE HOW THE POLICIES CHANGE IN THE COUNSELLING AFTER COMPLETING POSTGRADUATION, THE POSTINGS ARE BY THE PLEASURE OF ADMINISTRATORS

· THERE IS NO PROCEDURES FOR GETTING THE TEACHING EXPERIENCE. THERE IS NO EQUAL OPPURTUNITIES. IF A PERSON JOIN THE DEPARTMENT HE STICKS TO THAT POST NOT ALLOWING THE NEXT ONE GET TEACHING EXPERIENCE. BY MAKING TEACHING EXPERIENCE A GUIDELINE FOR PAYBAND 4, WE ARE MAKING THE UNLUCKY ONES PERMANENTLY UNLUCKY. SO TEACHING EXPERIENCE CANNOT BE A YARDSTICK FOR PAYBAND-4.

· PAY DISCREPANCY AMONG DOCTORS WORKING IN DIFFERENT DEPARTMENT CURRENTLY EXISTS; WHERE A JUNIOR DOCTOR IN A PARTICULAR DEPARTMENT CAN TAKE HOME WITH A HEAVY PURSE THAN A SENIOR DOCTOR IN ONE ANOTHER DEPARTMENT. THIS ANOMALY WILL BE PRESENT

*THESE ILLUSTRATIONS HAVE BEEN DONE AFTER CAREFUL READING OF G.O.Ms 354.TO THE BEST OF OUR KNOWLEDGE. IF THERE ARE ANY DIFFERENT VIEWS,CONTRADICTIONS OR OPINIONS PLEASE MENTION INTHE COMMENTS SECTION.. COMMENTS ARE WELCOME.

Presenteeism Among Resident Physicians

From http://jama.ama-assn.org/cgi/content/extract/304/11/1166-a

Vol. 304 No. 11, September 15, 2010

Although there have been major residency reforms during the past decade, rates of presenteeism (working while sick) among resident physicians are high and similar to rates seen in 1999, according to the results of a research letter reported in the September 15 issue of the Journal of the American Medical Association.

"Despite recent Centers for Disease Control and Prevention guidelines urging health care personnel with flu-like illness to avoid working, presenteeism (working while sick) is prevalent among health care workers," write Anupam B. Jena, MD, PhD, from Massachusetts General Hospital in Boston, and colleagues. "Ill health care workers can endanger patients and colleagues due to decline in performance or spread of disease. Resident physicians may face unique pressures to work when sick and lack time to seek health care."

The study goal was to evaluate self-reported presenteeism rates and associated factors among residents in a sample of programs selected for varied geographic, size, and governance characteristics. A 50-item survey was administered anonymously in August 2009 to 744 residents in postgraduate year (PGY) 2 and 3 in general surgery, obstetrics/gynecology, internal medicine, and pediatrics at 35 programs in 12 hospitals regarding presenteeism during the prior year. Overall response rate was 72.2% (range among hospitals, 48% - 100%).

More than half of responders (57.9%; 95% confidence interval [CI], 53.6% - 62.1%) reported working at least once while sick in the previous year, and nearly one third (31.3%; 95% CI, 27.2% - 35.2%) reported working more than once while sick. More than half (52.9%; 95% CI, 48.5% - 57.1%) reported having insufficient time to visit a physician during the previous academic year.

Presenteeism was reported more often during PGY-2 (62.3%; 95% CI, 57.1% - 68.4%) than during PGY-1 (51.7%; 95% CI, 45.6% - 57.9%; P = .01). Sex, specialty, or medical school location did not affect reported rates of presenteeism or of having time to see a physician. Presenteeism rates did not vary significantly by hospital response rate or across hospitals, except for 1 outlier hospital in which 100% of residents reported working when sick.

"Despite major residency reforms over the last decade to ensure resident and patient health, rates of resident presenteeism were high and similar to rates observed in 1999," the study authors write. "The higher rate of reporting working when ill among PGY-2 vs. PGY-1 residents may reflect a greater responsibility toward patient care, consistent with higher presenteeism rates among workers who believe their duties are not easily substituted. The lack of factors associated with presenteeism suggests it may be pervasive."

Limitations of this study include reliance on self-report, lack of distinction between infectious and noninfectious illness, and potential bias associated with H1N1 influenza cases during survey development.

"Residents may work when sick for several reasons, including misplaced dedication, lack of an adequate coverage system, or fear of letting down teammates," the study authors conclude. "Regardless of reason, given the potential risks to patients related to illness and errors, resident presenteeism should be discouraged by program directors."

This study was funded by the Accreditation Council for Graduate Medical Education. Several of the study authors report various financial relationships with the Agency for Health Care Research and Quality, the National Institutes of Health, the Accreditation Council for Graduate Medical Education, the American Board of Internal Medicine Foundation, and/or the Institute of Medicine.

JAMA. 2010;304:1166-1168.

Better care 'if doctors ரெஸ்ட்-BBC news

Better care 'if doctors rest'

Doctors who were more rested made fewer mistakes

Doctors working fewer hours - in line with the European Working Time Directive - can have direct benefits for patient safety, research suggests.

The small-scale study was carried out at the University Hospitals Coventry and Warwickshire NHS Trust.

Doctors working to the new rota, which allowed them more sleep and more recovery time, made 33% fewer errors than their traditional counterparts.

But the researchers say their findings may not apply to areas such as surgery.

The research was carried out over 12 weeks, with 19 junior doctors working on the endocrinology and respiratory wards.

Their work hours and the duration of their sleep were recorded every day.

Nine were put on a 48-hour per week rota that met the conditions of the European Working Time Directive (EWTD) and 10 were on a traditional rota where they worked up to 56 hours.

Two senior doctors, who did not know which rota any members of staff were working on, then reviewed their errors by checking case notes.

Results

The average work hours were significantly lower on the new schedule - 43.2 compared to 52.4 hours on the traditional schedule.

Sleep time was increased from an average of 6.75 hours to 7.26 hours for the EWTD compliant doctors.

And there were a third fewer errors and fewer potentially life-threatening events.

But doctors did complain of worse educational opportunities on the new rota and, initially, too few doctors were available for duty during the day.

Writing in the journal QJM: An International Journal of Medicine published by Oxford University Press, researchers, led by Professor Francesco Cappuccio of Warwick Medical School, said the hospitals needed to implement wider changes to doctors' shift systems than had been possible in this pilot study.

And they said it was important to ensure that "the safety gains for patients cared for by less tired doctors are not compromised by delayed investigations and treatments".

Dr Andy Thornley, chairman of the BMA's Junior Doctors Committee, said: "We welcome this study that suggests that a decrease in working hours from the current limit of 56 to less than 48 is associated with a drop of one third in the rate of medical errors.

"It is concerning, however, that junior doctors in the study reported decreased training opportunities with the drop in hours.

"It is vital that this issue is addressed before the full implementation of the European Working Time Directive in August."

Professor Roy Pounder, of the Royal College of Physicians, said: "This 8 hour reduction is achieved by squeezing the hours out of daytime, Monday to Friday, which means worse continuity of patient care and less training - substantial disadvantages that have to be balanced by the slightly better-rested doctors who make fewer minor errors.

"Many doctors will probably choose to 'opt-out' of the reduced hours, to improve patient care and their own training."

But a spokesman for the Department of Health said: "Many parts of the NHS have successfully implemented sustainable solutions providing good quality training and ensuring patients safety.

"Clinical leadership is key to achieving a positive outcome."

What we need from You

1. Meeting of All Service Post Graduates in your college
2. Your Inputs
   
3. Your Suggestions and Ideas
   

Monetary Loss for a Service Post Graduate

Are you aware that you do not get the following when you are doing Post Graduation

1. House Rent Allowance (Rs 3200 per month in Chennai - Rs 1800 in Other Places)
   
2. City Compensatory Allowance (Rs 600 per month in Chennai)
3. Medical Allowance Rs 100 per month
4. Non Practising Allowance. (Rs 600 per month in 5PC)
5. Yearly Annual Increments (Rs Around 630 per month)

Now let us calculate as to how much we are loosing

• HRA in Chennai : Rs 3200 x 12 = Rs 38400 per year
• HRA in Other places : Rs 1800 x 12 = 21600 per year
• CCA in Chennai : Rs 7200 per year
• Medical Allowance : Rs 1200 per year
• Non Practising Allowance : Rs 7200 per year (5 PC Rate - 6PC Rate awaited before August 31, 2009, which is not going to be less than this)
• Basic + DA : First Year of Post Graduation : Rs 630 + 24 % = Rs 781.20 per month = Rs 9374.40 per year
• Basic + DA : Second Year of Post Graduation : Rs 1280 + 24 % = Rs 1587.20 per month = Rs 19046.40 per year
• Basic + DA : Third Year of Post Graduation : Rs 1950 + 24 % = Rs 2418 per month = Rs 29016 per year
• Basic + DA : First Year of Superspecialisation : Rs 2640 + 24 % = Rs 3273.60 per month = Rs 39283.20 per year
• Basic + DA : Second Year of Superspecialisation : Rs 3350 + 24 % = Rs 4154 per month = Rs 49848 per year
• Basic + DA : Third Year of Superspecialisation : Rs 4090 + 24 % = Rs 5071.60 per month = Rs 60859.20 per year

Working Sheet for a Basic of Rs 8000 when you join your Course	Basic + DA
Diploma / Degree First Year / Those Already doing Superspeciality First Year	9374
Diploma / Degree First Year / Those Already doing Superspeciality Second Year	19046
Diploma / Degree First Year / Those Already doing Superspeciality Third Year	29016
Those doing Degree now and will be doing Superspeciality First Year later	39283
Those doing Degree now and will be doing Superspeciality Second Year later	49848
Those doing Degree now and will be doing Superspeciality Third Year later	60859
	207427

Chennai	Basic + DA	Medical Allowance	HRA Chennai	CCA	NPA	Total
Diploma Candidateds Loose	28421	2400	76800	14400	14400	136421
Master Degree Candidates Loose	57437	3600	115200	21600	21600	219437
Those Undergoing Superspeciality Loose	57437	3600	115200	21600	21600	219437
If you are doing Master and plan to do Superspeciality later, you loose	207427	7200	230400	43200	43200	531427

Other Places	Basic + DA	Medical Allowance	HRA Other Places	NPA	Total
Diploma Candidates Loose	28421	2400	43200	14400	88421
Master Degree Candidates Loose	57437	3600	64800	21600	147437
Those Undergoing Superspeciality Loose	57437	3600	64800	21600	147437
If you are doing Master and plan to do Superspeciality later, you loose	207427	7200	129600	43200	387427

Please note the following

1. The above calculations have been worked out for a person whose is getting a basic of Rs 8000 when he / she joins the PG Course. However most of us would have been got 1 to 3 increments when we join PG.
2. There are many who are doing PG with 6 to 10 increments. The monetary Loss will be substantially Higher for such People
3. Also the calculations are done with a DA of 24 %. When the DA increases the loss will be much higher

Why This Loss

1. There is very meagre increase in basic as far as the Sixth Pay Commission Recommendations are concerned. The bulk of the increase is through allowances. Hence In Service Post Graduates are loosing lakhs of rupees if the allowances are not given
2. When others are all getting money, service Post Graduates are loosing :(

Why our seniors ignored allowances

1. In the olden days, the bulk of the salary was through Basic + DA. Allowances constituted very meagre amount (around 500)
2. So our seniors did not mind much about getting allowance during PG Period

If Our Seniors Ignored Allowances and Increments, Why should I be concerned about it

1. You are loosing 2 lakhs to 3 laksh. In case you are going to do DM MCh again, the loss will be even higher. You decide whether you can be concerned about you loosing 6 lakhs are not

Who all should take up this issue

1. Those who are undergoing Post Graduation
2. Those who plan to undergo Post Graduation in the next few years

How to proceed

1. Let us Unite. Unity is Strength. Enrol all Service PGs in the association
2. Represent to DME through an association
   
3. Represent to Government through association

Our Mission

1. Forming Service PG Association in Every Medical College
2. College EC Meeting once every month
3. College GBM Once every three months
4. (Online / Video Conferencing) State EC once every Three months

This Wing will be functioning independent of any association. This Association is exclusively for Post Graduate Education Specific Issues. All other issues will be dealt directly through other associations in which the doctor is the member

தன்னேற்புத் திட்டம்

1. ஒவ்வொரு மருத்துவக்கல்லூரியிலும் பட்ட மேற்படிப்பு மாணவர் சங்கம் அமைத்தல்
2. ஒவ்வொரு மாதமும் கல்லூரி செயற்குழு கூடுவது
3. மூன்று மாதங்களுக்கு ஒரு முறை கல்லூரி பொதுக்குழு கூடுவது
4. இணையம் / தொலைக்கானொளி கருத்தரங்கம் மூலம் மூன்று மாதங்களுக்கு ஒரு முறை மாநில செயற்குழு
   

இந்த அலகு தமிழ்நாடு மாணவர்களுக்காக மட்டுமே.பட்டமேற்படிப்பு மாணவர்களுக்கான பிரத்தியேக விவகாரங்களுக்காக தவிர பிற விவகாரங்களுக்கான தீர்வு பிற சங்கங்களின் (மாவட்ட / மாநில நிர்வாகிகள்) மூலம் நேரடியாக செயல்படுத்தப்படும்

Our Vision

1. To improve the Quality of Care in Government Hospitals for the Welfare of the Public
   
2. To improve Academic Activities
3. To Bring all the Service Post Graduates under one umbrella
4. To Strive for Better working Conditions
5. To Get Pay on the first of next month and not after 2 or 3 months
6. To Get Medical Allowance and other allowances during PG Period
7. To Get Regular Increments instead of the notional (paper) increments
   

நோக்கங்கள் / குறிக்கோள்கள்

1. பிணியாளர் நலன் கருதி அரசு மருத்துவமனைகளில் கவனிப்பு தரத்தை சிகிச்சை தரத்தை உயர்த்துவது
2. கல்வி சார் பணிகளின் தரத்தையும், எண்ணிக்கையும் உயர்த்துவது
3. தமிழக அரசு பணியில் இருந்து பட்டமேற்படிப்பு பயிலும் அனைத்து மருத்துவர்களையும் ஒருங்கிணைப்பது
4. பணிபுரியும் சூழலை தரம் உயர்த்தல்
5. மாதத்தின் முதல் தேதியின் முந்தைய மாதத்தின் ஊதியத்தை பெறுவது
6. மருத்துவப்படி / வீட்டு வாடகைப்படி போல் அரசு மருத்துவர்களுக்கான அனைத்து படிகளையும் பெறுவது
7. வருடாந்திர ஊதிய உயர்வை முறையாக பெறுவது
8. ஆறாவது ஊதியக்குழுவின் நிதிப்பயன்களை தாமதமின்றி பிற அரசு ஊழியர்கள் பெறும் சமயத்திலேயெ பெறுவது