Arteial Blood Gas (ABG)

Make your own Quiz!




CORRECT ANSWERS
1. The nurse plans care for a client with chronic obstructive pulmonary disease (COPD) knowing that the client is most likely to experience what type of acid-base imbalance?

a. Repiratory acidosis *
b. Respiratory alkalosis
c. Metabolic acidosis
d. Metabolic alkalosis

2. The nurse reviews the blood gas results of a client with Guillain-Barre syndrome. The nurse analyzes the results and determines that the client is experiencing respiratory acidosis. Which of the following validates the nurse's findings?

a. pH 7.50, PCO2 52mm Hg
b. pH 7.35, PCO2 40 mm Hg
c. pH 7.25, PCO2 50 mm Hg *
d. pH 7.50, PCO2 30 mm Hg

3. The nurse is caring for a client who is on a mechanical ventilator. Blood gas results indicate a pH of 7.50 and a PCO2 of 30mm Hg. The nurse has determined that the client is experiencing respiratory alkalosis. Which laboratory value would most likely be noted in this condition?

a. Sodium level of 145 mEq/L
b. Potassium level of 3.0 mEq/L *
c. Magnesium level of 2.0 mg/dL
d. Phosphorous level of 4.0 mg/dL


4. The nurse reviews the arterial blood gas results of a client and notes the following: pH of 7.45, PCO2 of 30 mm Hg, and HCO3 of 22 mEQ/L. The nurse analyzes these results as indicating?

a. Metabolic acidosis, compensated
b. Metabolic alkalosis, uncompensated
c. Respiratory alkalosis, compensated *
d. Respiratory acidosis, uncompensated

5. The client is scheduled for blood to be drawn from the radial artery for an arterial blood gas (ABG) determination. Before the blood is drawn, an Allen test is performed to determine the adequacy of the:

a. Popliteal circulation
b. Ulnar circulation *
c. Femoral circulation
d. Carotid circulation

6. The nurse is caring for a client with a nasogastric tube is attached to low suction. The nurse monitors the client, knowing that the client is at risk for which acid-base disorder?

a. Respiratory acidosis
b.Respiratory alkalosis
c.Metabolic acidosis
d. Metabolic alkalosis *

7. the nurse is caring for a client with diabetic ketoacidosis and documents that the client is experiencing Kussmaul's respirations. Based on this documentation, which of the following did the nurse observe?

a. Respirations that are abnormally deep, regular and increased in rate *
b. Respirations that are regular but abnormally slow
c. Respirations that are labored and increased in depth and rate
d. Respirations that cease for several seconds

8. A nurse is reviewing the arterial blood gas values of a client and notes that the pH is 7.31, pCO2 is 50 mm Hg and the bicarbonate level (HCO3) is 27 mEq/L. The nurse concludes that which acid base disturbance is present in this client?

a. Respiratory acidosis *
b. Respiratory alkalosis
c. Metabolic acidosis
d. Metabolic alkalosis

9. The nurse is caring for a client with renal failure. Blood gas results indicate a pH of 7.30, a PCO2 of 32 mm Hg, and an HCO3 of 20 mEQ/L. The nurse has determined that the client is experiencing metabolic acidosis. Which of the following laboratory values would the nurse expect to note?

a. Sodium level of 145 mEq/L
b. Magnesium level of 2.0 mg/dL
c. Potassium level of 5.2 mEq/L *
d. Phosphorous level of 4.0 mg/dL

Be wary of the RN contract trap

Be wary of the RN contract trap
-- ATTY. ROBERT REEVES, OFW GUIDE

For many foreign nurses (RNs) the chance to immigrate to the US is the opportunity of a life time. For so many, immigrating to the US is the reason they went to nursing school and took up the profession. Many others, such as marketing majors, physicians, computer engineers, etc. have switched professions to become nurses in order to immigrate to the US.

The shortage spurred the growth and creation of hybrid industries such as nurse registries and temporary nursing staff companies. These types of companies assign nurses on a temporary basis with their client hospitals, medical facilities, and private homes.

A nurse working for one of these companies for example, might find herself working at Hospital A for 2 days out of the week and Hospital B for 3 days. Then, a few months later, working 4 days for Hospital C. The RN goes wherever her employer has been contracted to provide services. She is not an employee of the hospital, but rather the registry company.

Because of the shortage, various RN employers (hospitals, agencies, RN staffing companies) heavily recruit for RNs overseas. Foreign RNs who wish to immigrate are delighted at the opportunity the recruiters offer and are often all too eager to sign up.

While this path may be one of the easiest ways to immigrate, it is not without its pitfalls. Employment-based sponsorship means the RN will be allowed to immigrate if the RN intends to work on a permanent basis for the petitioning employer. This is a critical condition of immigrating that carries consequences if not fulfilled.

During the typical recruitment process, the RNs are promised sponsorship in exchange for working for the employer. Contracts are prepared and representations are made regarding the nature of work, type of work, place of work, working conditions and wages. Many RNs are so eager to immigrate, they do not carefully read these contractual documents, ask serious questions regarding the terms and conditions, or have the contracts reviewed by their own attorney.

In the excitement of the prospect of immigrating to the US many RNs are seduced with the notion that the dream job awaits them in the US. For some this is true, but for many, it has drastic consequences. The RNs gloss over the contracts and assume an attitude of, "I’ll deal with it later."

The most common contractual clause that wreaks havoc on an immigrating RN’s life is the breach of contract damages clause. Most contracts typically require the RN to work for a specific number of years and failure to do so triggers the damages clause. The damages can range from $15,00 to $50,000 dollars!

Many RNs signing these contracts are unfamiliar with the litigious culture in the U.S. Some come to the U.S. and find the working conditions and salaries they were told they would receive are not the same as represented when first recruited. Some conditions are so unbearable.

For example, being placed in graveyard shifts in hospitals far from home. Or, not being placed in any hospital and collecting no salary while the sponsor tries to obtain a new client for the RNs placement. Many of these RNs then leave their employers and this is when additional tragedy strikes.

The employer begins a campaign of harassment and may sue for breach of contract and obtains a judgment against the RN for the penalty amount. The judgment typically comes with a wage garnishment order. This means the RN’s new employer is required to pay a portion of the RN’s wages to the sponsor to cover the judgment. Because RNs are in a licensed occupation requiring a reporting of where they work, it is very simple for the sponsor to locate the RN and exact the judgment.

But, worse than a breach of contract is the possible immigration consequence. The RN has obtained permanent residency because she stated she intends to work on a permanent basis for her sponsor. By leaving or changing employers shortly after entering the U.S., she has now opened the door for the Immigration Service to revoke the green card! Some employers immediately notify the Immigration Service when an RN leaves exposing the RN to possible green card revocation and deportation.

For many others, the immigration consequence comes several years later when the RN is applying for U.S. citizenship. The Immigration Service reviews the basis of the green card and determines how long the RN worked for her sponsor. If it determines that the RN has only worked for a short period of time, it may begin revocation and deportation proceedings against both the RN and her family members who obtained green cards through her.

These tragic consequences can be avoided by careful review in the beginning. For many of those currently in the position, there is still immigration and contractual relief available. The U.S. Constitution prohibits slavery and indentured servitude and because in many cases the sponsoring employer breaches the contract, the employee is not liable for any damages. This core constitutional value is the basis for providing relief to those forced to leave their sponsors. This will be the subject of our second part of this article.

Author's Note: The analysis and suggestions offered in this column do not create a lawyer-client relationship and are not a substitute for the individual legal research and personalized representation that is essential to every case. - OFW GUIDE


source: http://www.gmanews.tv/story/158704/Be-wary-of-the-RN-contract-trap

PAVING THE PATH OF GOOD GOVERNANCE: AN UPDATE ON THE NURSING ROADMAP

What’s new in the Nursing Roadmap? How is Road mapping an adaptive and proactive means to create the future of Philippine Nursing to be globally competitive?

With the nursing profession’s vision of becoming the lead in promoting Philippine Nursing in the Asia Pacific Region by 2030, five strategic themes and four perspectives set the framework of the Balance Scorecard (BSC) that will determine the outcome measures that will have to be achieved. The five strategic themes are: Dynamic Leadership, Service Excellence, Operational Excellence, Strategic Partnerships and Social Responsibility. The performance of the nursing profession shall be measured across four balanced perspectives namely: Learning and Growth, Internal Processes, Customer and Financial Perspectives. These are the key areas of the nursing profession into which objectives naturally fit.
The crafting of the Nursing Roadmap is a continuing work in progress participated in by three (3) clusters of organizations, namely: the Philippine Nurses Association (PNA) as the accredited professional organization, the nursing specialty organizations and nursing interest groups. The nursing profession’s charter statement, i.e., mission, vision and values, shall be the banner, we, Filipino nurses shall hold together.

In 2007, the Board of Nursing and representatives from nursing practice, education and nursing welfare formed the Coordinating Body for Good Governance of the Nursing Profession (CBGGN) and together with 16 nursing organizations committed to work together to uplift the status of Philippine nursing. With the Board of Nursing taking the lead, the nursing profession through the CBGGNP, enrolled in the Institute for Solidarity in Asia (ISA) Public Governance System (PGS) Program and earned the recognition of “PGS Compliant” for following the public governance system process in August 2007.

The CBGGNP struggled in its efforts to create a comprehensive strategic plan. Concerns on organizational structure, administrative matters and logistics needed to be seriously addressed. As more questions were raised, the CBGGNP acknowledged the need for more guidance and decided to consult on the process of roadmapping. This would necessitate a formal engagement with ISA as the consultant on strategy development and execution. A Series of meetings, discussions and exploratory talks with ISA ensued.

ISA would provide the technology to process the strategy which is based on the Balanced Scorecard (BSC) framework and customize the process to ensure that it captures all the feasible and workable strategies that the nursing profession wishes to undertake. The Roadmap and the BSC is for the entire nursing profession to integrate and cascade the information and strategies to all stakeholders through alignment and subsidiary scorecards. Because this work is of great magnitude affecting the present and the future of the nursing profession in the Philippines, it will necessitate the creation of an Office of Strategy Management.

The main product of the roadmapping process is the “Good Governance Pathway”. As such, the Nursing Profession would need to progress in the public governance pathway from “Compliant” to “Proficient” status. To achieve this goal and assist the nursing profession in this journey would entail the formal engagement of ISA as consultant of the nursing sector for it to audit, assess and intervene in accordance with the Nursing Roadmap and the strategies that the profession decides to undertake.

The engagement proposal and its details will be presented and discussed with the nursing organizations to ensure full involvement, participation and ownership of the Nursing Roadmap by the whole nursing profession – now and in the future, even beyond 2030.

If all nurses, as stakeholders, take on the commitment now, is there a certainty that future nursing leadership will do the same? The Nursing Roadmap addresses this by strengthening a multi-sector coalition that shall share resources, responsibilities and accountabilities which is also a means of guaranteeing commitment. Furthermore, the Nursing Roadmap will propel the profession to work towards institutionalization with a fully functioning Office of Strategy Management which shall regularly monitor the strategic performance of the profession. With the involvement and vigilance of every nurse in safeguarding the integrity and fulfillment of its mission and vision, we have reason to anticipate the success of the Nursing Roadmap 2030!

Source: www.bonphilippines.org

Fundamentals of Nursing (Saunders 2nd edition)

Make your own Quiz!




CORRECT ANSWERS
1. A client arrives at the surgical unit after nasal surgery. The client has nasal packing in place. The nurse reviews the physician's orders and anticipates that which of the following client positions would be prescribed to reduce swelling?

a. sim's
b. Prone
c. Supine
d. Semi-Fowler's *

2. A client enters the emergency department with a nosebleed. On assessment, the client tells the nurse that the nosebleed just suddenly began. The nurse notes no obvious facial injury. Which of the following would be the initial nursing action?

a. Prepare a nasal baloon for insertion
b. Insert nasal packing
c. Sit the client down, ask the client to lean forward, and apply pressure to the nose for 5 to 10 minutes.*
d. Place the client in a semi-fowlers position and apply ice packs to the nose.

3. A nurse is caring for a client who is receiving total parenteral nutrition (TPN) via a central line. Which nursing intervention would specifically provide assessment data related to the most common complication related to TPN?

a. weighing the client daily
b. Monitoring I&O
c. Monitoring the temperature *
d. Monitoring the serum blood urea nitrogen (BUN)

4. A nurse has developed a teaching plan for an elderly client with hypertension about the administration of prescribed medications. The initial nursing action would be to do which of the following?

a. Assess the client's readiness to learn *
b. Find out if anyone lives with the client
c. Set priorities for the client
d. Use only one teaching method to prevent confusion

5. A female client tells the home health nurse that she has not had a stool since coming home from the hospital after surgery 4 days ago. Which of the following is the most appropriate diet for this client at this time?

a. High-fiber diet*
b. Full-liquid diet
c. Low-residue diet
d. Low-sodium diet

6. A physician has ordered a clear liquid diet for a postoperative client. The nurse prepares to deliver the lunch tray to the client and checks the food tray to be sure that which of the following is true?

a. Sodiums foods are restricted
b. All food item are lukewarm in temperature
c. All food items are liquid at body temperature *
d. At least one serving of low-fat milk is served.

7. A client is being seen in the clinic for sypmtoms of hyperinsulinism. A nurse provides information to the client about dietary measures for the condition. Which of the following diets would be most appropriate to suggest to the client?

a. A low-fiber, high-fat diet
b. Limiting food intake to two meals per day
c. Large amounts of carbohydrates between low-protein meals
d. Small frequent meals with protein, fat, and carbohydrates at each meal *

8. A nurse is developing a plan of care for a client with a nasogastric (NG) tube feeding in place. When formulating the plan of care, the nurse keeps which of the following in mind?

a. Aspiration is a concern with a nasogastric tube feeding. *
b. The client needs to be maintained in supine position.
c. The NG tube needs to be changed with every other feeding.
d. The rate of the feeding needs to be increased if the infusion rate falls behind schedule.

9. A nurse is preparing a plan of care for a client receiving enteral feedings via a gastrotomy tube (G-tube). The nurse plans to include which of the following interventions in the plan of care?

a. To provide oral fluids three times per day
b. To check around the stoma site for skin irritation. *
c. To medicate with antidiarrheal medications everyday.
d. To use sterile technique when administering the tube feedings.

10. A nurse is caring for a client with impaired mobility that occurred as a result of a stroke. The client has right-sided arm and leg weakness. The nurse would suggest that the client use which of the following assistive devices that would provide the best stability for ambulating?

a. Crutches
b. A single straight-legged cane
c. A quad cane *
d. A walker
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11. A nurse is instructing a client who has had a stroke how to ambulate with the use of a cane. Which of the following instructions would the nurse provide to the client?

a. Hold the cane on the affected (weak) side.
b. Hold the cane on the unaffected (strong) side. *
c. Move the cane forward first along with the unaffected (strong) leg.
d. When going down stairs, move the cane and the unaffected (strong) leg down first.

12. The home care nurse visits a client who has been experiencing increased weakness. The client tells the nurse that he is using a cane that was purchased at a local pharmacy. The home care nurse assesses the client's use of the cane and determines that the cane is sized correctly if which of the following is true?

a. The handle of the cane is even with client's waist
b. The client's elbow is flexed at a 15 to 30 degree angle when ambulating with the cane. *
c. The client's elbow is flexed at a 50 to 75 degree angle when ambulating with the cane.
d. The client's elbow is straight when ambulating with the cane.

13. A nurse is caring for a client with a diagnosis of dehydration. The client is receiving intravenous fluids. which of the following assessment data would indicate to the nurse that the dehydration is not resolved?

a. A urine specific gravity of 1.033 *
b. A urine output that is pale yellow in color.
c. A blood pressure of 120/80 mmHg
d. An oral temperature of 98.8 F

14. A registered nurse (RN) is supervising a licensed practical nurse (LPN) administer an intramuscular (IM) injection of iron to an assigned client. The RN would intervene if the nurse observed the LPN perform which of the following?

a. Changing the needle after drawing up the dose and before injection.
b. Preparing an air lock when drawing up the medication
c. Using a Z-tract method for injection.
d. Massaging the injection site well afer injection. *

15. A client is performing an assessment on a client with a diagnosis of pernicious anemia. Which assessment finding would the nurse expect to note in this client?

a. Shortness of breath on exertion.
b. Dyspnea
c. Red tongue that is smooth and sore *
d. Dusky mucous membrane

16. A clinic nurse is reviewing the record of a client with a suspected diagnosis of pernicious anemia. The nurse reviews the physician's orders and anticipates thatr which of the following diagnostic tests will be ordered?

a. Bone marrow biopsy
b. Schilling test *
c. White blood cell differential
d. Clotting time

17. A registered nurse (RN) has instructed a nursing assistant (NA) to administer soap solution enemas until clear to a client scheduled for a colonoscopy. The NA tells the nurse that three enemas have been administered and that the client is still passing brown liquid stool. Which of the following instructions would the RN give to the NA?

a. Wait 30 minutes abd then administer another enema
b. Administer a Fleet enema.
c. Administer an oil-retention enema.
d. Stop administering the enemas until the physician is notified. *

18. A nurse attends an educational conference on leadership styles. The nurse is sitting with a nurse employed at a large trauma center who states that the leadership style at the trauma center is task-oriented and directive. The nurse is describing which of the following leadership styles?

a. Autocratic *
b. Situational
c. Democratic
d. Laissez faire

19. A nurse in the emergency room receives a telephone call from emergency medical services and is told that several victims who survived a plane crash will be transported to the hospital. The nurse is told that several victims are suffering from cold exposure because the plane plummeted and submerged into a local river. Which of the following would be the nurse's initial action?

a. Supply the triage rooms with bottles of sterile water and normal saline.
b. Call the laundry department and ask the department to send as many as warm blankets as possible to the emergency room.
c. Call the nursing supervisor to activate the agency disaster plan. *
d. Call the intensive care unit to request that nurses be sent to the emergency room.

20. The nurse caring for a client with hypocalcemia would expect to note which of the following changes on the electrocardiogram(ECG)?

a. Prominent U wave
b. Widened T wave
c. Shortened ST segment
d. Prolonged QT interval *

21. The nurse caring for a client with severe malnutrition reviews the laboratory results and notes a magnesium level of 1.0 mEq/L. Which ECG change would the nurse expect to note based on the magnesium level?

a. Prominent U wave
b. Depressed ST segment *
c. Widened QRS complex
d. Prologed PR interval

November 2008 NLE School Performance (100 and more examinees)

RANK	SCHOOL	TOTAL NO. OF EXAM.	TOTAL NO.PASSED	PERCENTAGE PASSED
1	XAVIER UNIVERSITY	341	336	99.00 %
2	SILLIMAN UNIVERSITY	375	368	98.00 %
3	CENTRAL PHILIPPINE UNIVERSITY	512	496	97.00%
	SAINT LOUIS UNIVERSITY	117	114	97.00 %
	SOUTHERN LUZON POLYTECHNIC COLLEGE – LUCBAN	141	137	97.00 %

UNEMPLOYMENT AMONG FILIPINO NURSES CLARIFIED

Several months ago, news of unemployment among Filipino nurses remained afloat with the number reaching up to about 400,000. Statistics from the Department of Labor and Employment (DoLE), particularly on its “Market Trend” analysis, revealed that while unemployment and underemployment is a fact in Philippine Nursing, there is inaccuracy in these reports. The DOLE and the Board of Nursing (BON) acted with dispatch to review available data which revealed that from 1952 to 2008 the country has registered or licensed 480,992 Filipino nurses out of 523,272 who actually passed the Philippine Nurse Licensure Examinations.

According to DOLE data the total number of Filipino nurses employed between October 2001 & 2007 was 58,000 (fifty eight which represented 3.86% of the total employed professional workers (1.5 million) reflected in the National Statistics Office, Labor Force Survey as source of data. However, it is important to consider that there is actually a market slowdown starting

2006, when the demand for Filipino nurses started to plateau as a result of the retrogression in the US market and a change of nursing employment policy in the UK. The previous high demand for Filipino nurse has kept our nursing pool in the country relatively large. Despite the number of nurses reportedly deployed/employed there still is a slow-down in the hiring of newly passed nurses. While this is a fact, the actual unemployment and underemployment figures would only range to about 80,000 and the developments in the international job markets remain to be bright and still promising.

Other data on nursing in the Philippines that are worthy to note are:

1. From 27,833 nursing enrolees recorded in academic year 2000-2001, there was a record high of 453,896 enrolees in academic year 2006-2007 or an annual average growth rate of 62%. (Source of data: CHED)

2. The number of nursing graduates showed an increasing trend for the period 2000– 2005, with 140.5% increase in the number of graduates in SY 2004 - 2005 (Source of data: CHED)

3. From 2001-2008, the number of board examinees was on the rise. The passing rate exhibited a declining trend from a high of 55.8% in 1998 to a low of 45.2% in 2006 or an annual average of 49.5%. In June 2008, the passing rate (43.1%) was lower than the average registered for the period 1998-2007. In addition, 1 out of every 5 colleges of nursing registers a “zero” passing mark, which is indicative of the questionable quality of education and/or decreasing quality of students admitted for the nursing profession. Source of data: PRC

4. From 1998 to June 2008, 224,961 did not pass the Philippines Nurse Licensure Examination. This figure is 32% higher than the 169,766 combined local and foreign demand for nurses. What could be done with this human resources in the country?

5. The migration of “experienced” nurses who are highly skilled (5-15 years) and specialists in their fields of expertise actually creates a vacuum in the local health care delivery system. Most nurses locally employed are new graduates who lack experience and skills which pose serious implications on the quality of health care provided our own countrymen. One of the push factors for migration is the wide discrepancy in the salaries of our nurses employed One of the push factors for migration is the wide discrepancy in the salaries of our nurses employed locally and overseas (US$4,000- US; $700-1,500 in KSA; and US$180-220 in the Philippines)

As the results of the November 2008 Nurse Licensure Examination was released where 39,455 out of 88,649 passed, the challenge now is to put in place real ‘honest to goodness’ measures that will address long standing problems/concerns; measures that are proactive and meant to provide medium and long-term solutions and not temporary band-aid remedies. It is to be emphasized that the data listed above impacts not only the economic life of the nurses but the health and well-being of the country as well.

A vigilant watch on the current global economic conditions and the responses of host economies will help prepare us as Filipino OFW nurses get affected by the global economic crises. Now is the time for all Filipino nurses to close ranks and consider contingency measures for the collective good of the nursing sector to cushion the effects of the said global economic crisis which will definitely impact the Filipino nurses, their families, and the country as a whole.


source: http://www.bonphilippines.org/

November 2008 School Performance (30-99 examinees)

RANK	SCHOOL	TOTAL NO. OF EXAM.	TOTAL NO. PASSED	PERCENTAGE PASSED
1	SAINT PAUL UNIVERSITY – ILOILO	97	97	100.00 %
	UNIVERSITY OF SAINT LOUIS – TUGUEGARAO	82	82	100.00 %
	FOUNDATION UNIVERSITY	36	36	100.00 %
2	CHINESE GENERAL HOSPITAL COLLEGE OF NURSING & LIBERAL ARTS	99	97	98.00 %
3	MINDANAO STATE UNIVERSITY – MARAWI CITY	81	75	93.00 %

November 2008 NLE School Performace with less than 30 examinees

PERFORMANCE OF SCHOOLS AS TO PERCENTAGE OF PASSING WITH LESS THAN 30 EXAMINEES

November 2008 NLE School Performance with less than 30 examinees

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November 2008 NLE School Performance with 30-99 examinees

PERFORMANCE OF SCHOOLS AS TO PERCENTAGE OF PASSING WITH 30 - 99 EXAMINEES

November 2008 NLE School Performance 30-99 examinees

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TOP 3 PERFORMING SCHOOLS WITH 30 - 99 EXAMINEES

WITH 30-99 EXAMINEES

RANK SCHOOL TOTAL NO. OF EXAM. TOTAL NO. PASSED PERCENTAGE PASSED 1 SAINT PAUL UNIVERSITY – ILOILO 97 97 100.00 % UNIVERSITY OF SAINT LOUIS – TUGUEGARAO 82 82 100.00 % FOUNDATION UNIVERSITY 36 36 100.00 % 2 CHINESE GENERAL HOSPITAL COLLEGE OF NURSING & LIBERAL ARTS 99 97 98.00 % 3 MINDANAO STATE UNIVERSITY – MARAWI CITY 81 75 93.00 %

November 2008 NLE School Performance

PERFORMANCE OF SCHOOLS AS TO PERCENTAGE OF PASSING WITH 100 AND MORE EXAMINEES

November 2008 NLE School Performace

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Nursing Skill Computation

Nursing Skills Computation Part 1

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Philippine Heart Center- TRAINING SCHEDULES for 2009

Phc Trainings 2009

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June 2008 NLE Performance of Schools with 100 or more Examinees

RANK	SCHOOL	TOTAL NO. OF EXAM.	TOTAL NO. PASSED	PERCENTAGE PASSED
1	TRINITY UNIVERSITY OF ASIA (TRINITY-Q.C.)	339	338	99.00 %
	UNIVERSITY OF THE EAST RAMON MAGSAYSAY MEM. MEDICAL CTR.	271	269	99.00 %
2	UNIVERSITY OF SANTO TOMAS	466	458	98.00 %
	SAINT LOUIS UNIVERSITY	418	409	98.00 %
	CEBU NORMAL UNIVERSITY (CEBU STATE COLLEGE)	203	199	98.00 %
	CHINESE GENERAL HOSPITAL COLLEGE OF NURSING & LIBERAL ARTS	176	173	98.00 %
	WEST VISAYAS STATE UNIVERSITY – LA PAZ	169	166	98.00 %
	SAINT PAUL UNIVERSITY – DUMAGUETE	129	126	98.00 %
3	DE LA SALLE UNIVERSITY – DASMARIÑAS HEALTH SCIENCE CAMPUS	309	296	96.00 %

November 2008 Top 10 Examinees

The performance of schools in the November 2008 Nurse Licensure Examination as per R.A. 8981 otherwise known as the PRC Modernization Act of 2000 Section 7(m) “To monitor the performance of schools in licensure examinations and publish the results thereof in a newspaper of national circulation” is as follows: (Any discrepancy in the report is not intentional on the part of the Commission, but rather due to miscoding of school codes by the examinees themselves. Concerned schools may write the Commission for correction.)

The successful examinees who garnered the ten (10) highest places are the following:

RANK

NAME

SCHOOL

RATING (%)

1	JOVIE ANN ALAWAS DECOYNA	BAGUIO CENTRAL UNIVERSITY	89.00
2	JOHN PATRICK MORALES DIMARUCOT	CENTRAL LUZON DOCTOR'S HOSPITAL EDUCATIONAL INSTITUTE	88.40
3	GIAN KARLO TIMOG CUSI	BAGUIO CENTRAL UNIVERSITY	88.00
	ERYCAR DEL MUNDO MANAOIS	PAMANTASAN NG LUNGSOD NG MAYNILA	88.00
4	FLORINA CONDE CORPUZ	SAINT DOMINIC SAVIO COLLEGE	87.60
	ANGELICA AUBREY PANTIG MORLA	FAR EASTERN UNIVERSITY-MANILA	87.60
	JAMIE ANNE TOLENTINO TINIO	ANGELES UNIVERSITY FOUNDATION	87.60
5	ROBERTO MADRONA ASUNCION	ARELLANO UNIVERSITY-PASAY CITY	87.40
	IRISA KRIYA TURAJA BIAG	SAN PEDRO COLLEGE-DAVAO CITY	87.40
	MIGUELA MACUTO GABISAN	CEBU NORMAL UNIVERSITY (CEBU STATE COLLEGE)	87.40
	EDITA TE LIM	ARRIESGADO COLLEGE FOUNDATION, INC.	87.40
	ROSARIO LEI MOSQUEDA PASIMIO	XAVIER UNIVERSITY	87.40
	ELAINE GRACE ESPERANCILLA PRAILE	SAINT PAUL UNIVERSITY-ILOILO	87.40
	CATHERINE DURAN REYES	OUR LADY OF FATIMA COLLEGE-QC	87.40
6	GERONIMO CARILLO BURCE JR.	MABINI COLLEGE	87.20
	JOANNE MAE FRANCISCO EVANGELISTA	SAN BEDA COLLEGE	87.20
	CHRISTOPHER ALVAREZ IRORITA	SAN PEDRO COLLEGE-DAVAO CITY	87.20
	PAUL DELFIN REYES JAMERO	FATHER SATURNINO URIOS UNIVERSITY (URIOS COLL.)	87.20
	HAZEL JOY AMARILLO JIMENEZ	UNIVERSITY OF BATANGAS	87.20
	MA. CONCEPCION ASHLEY DELIZO MAPAGU	SAINT LOUIS UNIVERSITY	87.20
	MARIA CECILIA CASTILLO NAVATA	CANOSSA COLLEGE	87.20
	FRANCIS IAN SABANAL PASCUAL	UNIVERSIDAD DE ZAMBOANGA (ZAEC)	87.20
	GEORGE GARCIA VEGA JR.	UNIVERSITY OF SAINT LOUIS-TUGUEGARAO	87.20
7	KATRINA ANDREA PAGDANGANAN ARCEO	NUEVA ECIJA COLLEGE	87.00
	ROSE JEAN DUMABOC CAPIDLAC	SILLIMAN UNIVERSITY	87.00
	CARLA MAE TENORIO CUISIA	SILLIMAN UNIVERSITY	87.00
	MARY ANN ALVAREZ GARING	LYCEUM OF BATANGAS	87.00
	MA. JOYA JIMENEA GENZOLA	COLEGIO DE SAN AGUSTIN-BACOLOD CITY	87.00
	ROSE ANNE MIRANDA MUNGCAL	ANGELES UNIVERSITY FOUNDATION	87.00
	PRETZEL ESTREMOS VICENCIO	BUTUAN DOCTORS COLLEGE (BUTUAN DR. HSP. SCH. OF NURSING)	87.00
	FAYE STEPHANIE YAO YU	REMEDIOS T. ROMUALDEZ MEDICAL FOUNDATION	87.00
8	LYLANI MUTYA BALOTE	UNIVERSITY OF MAKATI	86.80
	JAMAICCA RABULAN BANTING	DAVAO DOCTORS COLLEGE, INC.	86.80
	GARRY JAY AVELINO DELFIN	ILOILO DOCTORS' COLLEGE	86.80
	JOSEPHINE CELOSO ELVAS	FILAMER CHRISTIAN COLLEGE	86.80

RANK

NAME

SCHOOL

RATING (%)

8	VANITO DIOCSON ILANGA JR.	SULTAN KUDARAT EDUCATIONAL INSTITUTION	86.80
	MARIA EDNA CHARISE GODOY JAVA	MISAMIS UNIVERSITY-OZAMIZ CITY	86.80
	HANNAH LEE ALDE PADILLA	UNIVERSITY OF SAN AGUSTIN	86.80
	BRYAN MORELLA PERALTA	UNIVERSITY OF MAKATI	86.80
	ROBINSON UY KAW SING	ILOILO DOCTORS' COLLEGE	86.80
9	MARY JUREM QUILAR ALCARDE	CENTRAL PHILIPPINE UNIVERSITY	86.60
	RUEL BOBADILLA ARZADON	SAINT LOUIS UNIVERSITY	86.60
	KARINA GENCIANE BANAYAT	OUR LADY OF FATIMA COLLEGE-QC	86.60
	RYAN DANIEL RIVERA DABLO	UNIVERSITY OF SAN CARLOS	86.60
	MATTHEW WAYNE REAL CHANG	SILLIMAN UNIVERSITY	86.60
	FRITZIE QUIATZON DELA RAGA	FELLOWSHIP BAPTIST COLLEGE	86.60
	HIROMI BALAGUER FERNANDEZ	SAINT PAUL UNIVERSITY-ILOILO	86.60
	JOSEPHINE FRANZ PAGULAYAN GAMMAD	SAINT PAUL UNIVERSITY-TUGUEGARAO	86.60
	PAUL FABIAN ROBOSA GUMABAO	ARELLANO UNIVERSITY-MANILA	86.60
	MAILA CARL MAJAM MORANTTE	COLEGIO DE STA. LOURDES OF LEYTE FOUNDATION, INC.	86.60
	MICHAEL DOROTHY FRANCES GAER MONTOJO	ATENEO DE DAVAO UNIVERSITY	86.60
	CINDY MAE ALVAREZ NAÑOZ	ATENEO DE ZAMBOANGA	86.60
	GLENDA MAE MACAPAL OMAÑA	RIVERSIDE COLLEGE	86.60
	RHEA JHOY PADINAY PANTALEON	SAINT LOUIS UNIVERSITY	86.60
	ROLLY MENDOZA POLICARPIO	ANGELES UNIVERSITY FOUNDATION	86.60
	ARLETTE CASTILLO QUINAN	UNIVERSITY OF SAINT LOUIS-TUGUEGARAO	86.60
	CRYSTAL MAE ABEJUELA SABELA	XAVIER UNIVERSITY	86.60
	KATRINA ISABEL HUGO SANTOS	PHILIPPINE WOMEN'S UNIVERSITY-QUEZON CITY	86.60
	SHIELLA MARIE GAMBOA SIMPLINA	SAINT LOUIS UNIVERSITY	86.60
10	JAMES ALTURA BAGUIO	SAINT MARY'S UNIVERSITY	86.40
	MILJOYCE DALIGDIG CABATBAT	LYCEUM NORTHWESTERN	86.40
	SARAH MAE CLEMENTE CAPULONG	ANGELES UNIVERSITY FOUNDATION	86.40
	JOHCY ANGELEME FAUSTO DE LA FUENTE	CENTRAL PHILIPPINE UNIVERSITY	86.40
	RENANTE LAZARTE DIG-AOAN	BAGUIO CENTRAL UNIVERSITY	86.40
	JAKE DESOR DIPUTADO	SILLIMAN UNIVERSITY	86.40
	MARJORY BOQUIA EMPERIO	MISAMIS UNIVERSITY-OZAMIZ CITY	86.40
	MARISSA RAPOSAS FERRER	LYCEUM NORTHWESTERN	86.40
	ERIKA BAUTISTA GALANG	CENTRAL LUZON DOCTOR'S HOSPITAL EDUCATIONAL INSTITUTE	86.40
	FRANCIS GERWIN UY JALIPA	SAN PEDRO COLLEGE-DAVAO CITY	86.40
	ANGELA GILDA BALTAZAR MENCIAS	UNCIANO COLLEGES & GENERAL HOSPITAL-MANILA	86.40
	CARINA YABUT PACETE	OUR LADY OF FATIMA UNIVERSITY-VALENZUELA	86.40
	JOY JENELYNN CHUA TAN	UNIVERSITY OF SANTO TOMAS	86.40
	FRANCIS DOLLENTE VILLANUEVA	SAINT PAUL UNIVERSITY-TUGUEGARAO	86.40

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