Objective: The universal newborn hearing screening program has been implemented in the Philippines for the past ten years. However, screening rates in the country are still low. The current study aimed to describe the universal newborn hearing screening program (UNHSP) delivery system in Rizal, Philippines, and Northern California. Methods: The study utilized a case study research design using data triangulation of FGD, KII, and document review to characterize and compare the implementation of the Universal Newborn Hearing Screening Program in Rizal Province and Northern California. Results: Several differences were found in the protocols for newborn hearing screening in Rizal, Philippines, and Northern California, including centralization of the program, availability of surveillance data, screening protocols, and tracking system. Conclusion There is an immense need to disseminate universal newborn hearing screening among healthcare practitioners and create a system to monitor and evaluate real-time data.
Infant, Newborn

Objective: The study describes the current knowledge, attitudes, and practices of healthcare practitioners in Rizal province regarding the implementation of the universal newborn hearing screening program (UNHSP). Materials and Methods: A descriptive phenomenologic research design through focus group discussions with pediatric and OBGYN consultants in a government hospital, nurses from private primary and secondary hospitals, midwives from private birthing homes, and rural health workers Results: Attitudes. All participants recognized that they had important roles in implementing the program except the OBGYN consultants as they felt that information about the UNHSP should be provided by pediatricians. Practices. The lack of a screening device, trained personnel, and a referral network were the most common barriers in implementing the program. Knowledge. Most participants lacked specific knowledge about hearing loss and its implications in the UNHSP. Conclusion Most participants were able to determine the advantages and disadvantages of implementing the UNHSP. However, less than half of the participants admitted to have an established protocol to give access to newborn hearing screening services. Establishment of an information dissemination protocol and materials may be beneficial in the absence of funding for screening devices.
Health Knowledge, Attitudes, Practice ; Health Facilities

Background and Objective: In addressing vaccine acceptance, teachers may play a pivotal role as educators and models of behavior, as they serve as reliable sources of information. Thus, this study aimed to determine the association between knowledge and risk perception of teachers and their acceptance of the COVID-19 vaccine. Methodology: This study utilized an analytic, cross-sectional design. Seven hundred and seven public secondary school teachers in Manila City, Philippines accomplished the online self-administered questionnaire. The study was guided by the Health Belief Model (HBM). Multiple logistic regression was used to determine the factors associated with acceptance of the COVID-19 vaccine. Results: Respondents had a high knowledge on COVID-19 mode of transmission (95.2%), signs and symptoms (92.9%), diagnosis (57.6%), treatment (98.9%), and prevention (92.2%). They had a high risk perception (>69.2%) pertaining to four constructs (Perceived Susceptibility, Perceived Severity, Perceived Benefits, Cues to Action) of the HBM. Low risk perception of barriers was observed (66.1%). The majority (92.5%) are willing to accept the COVID-19 vaccine. Respondents who teach health-related subjects (94.4%) garnered more vaccine acceptors compared to teachers of non-health-related subjects (91.6%). After adjusting for sex, age, highest educational attainment, and subjects taught, Cues to Action remained to be associated with COVID- 19 vaccine acceptance. Conclusion Although high levels of knowledge and risk perceptions were observed, only Cues to Action had a significant association with COVID-19 vaccine acceptance. Hence, they need external cues, from physicians or the Food and Drug Administration, to accept the COVID-19 vaccine.
COVID-19 Vaccines ; Health Belief Model ; School Teachers ; Knowledge

Background: Vaccination is an effective public health measure. Health workers, who are at risk of acquiring infectious diseases due to their occupation, are important targets of vaccination. However, previous studies have shown varying rates of vaccine uptake among health workers. Objective: This study aimed to determine the knowledge, attitudes, risk perceptions, and intention towards COVID-19 and vaccination of Filipino health workers in the city of Manila, Philippines. Methodology: The study employed a sequential mixed methods design. A self-administered questionnaire was used to collect data on the study variables. Descriptive statistics was used to analyze the level of COVID-related knowledge, attitude, risk perception, and intention to receive the COVID-19 vaccine. Logistic regression was performed to identify the factors that were associated with intention. Results: Majority (89.4%) had a good knowledge of COVID-19 but had little to moderate knowledge of COVID-19 vaccines. Around half reported feeling unsure about the safety and efficacy of the vaccines while the remaining half expressed intent to get the vaccine. Logistic regression analysis showed that the odds of intention to get vaccinated were higher among those with positive perceived self-efficacy, behavioral intention, external cues to action, perceived vaccine efficacy, and good knowledge on COVID-19 infection prevention. Conclusion Health workers play a crucial role in the promotion of public health measures such as vaccination to control the spread of COVID-19. The study confirms the need for strengthening education and communication strategies focusing on the safety and efficacy of COVID-19 vaccines to prevent the spread of false information and promote vaccine uptake among health workers.
COVID-19 ; Knowledge

Introduction: Midwives play an important role in promoting newborn screening (NBS) and they ensure that all Filipino newborns are offered screening for life-threatening metabolic conditions. Of the disorders included in NBS, Glucose 6 Phosphate Dehydrogenase (G6PD) deficiency is the most common disorder detected. Objectives: This study aimed to assess the knowledge, self-perceived role, and experience of midwives who practice in urban and rural settings in educating parents of a newborn who are confirmed cases for G6PD deficiency. Method: One-on-one semi structured interview was conducted among 21 midwives from Manila City and Lipa, Batangas, Philippines. Results: The study findings indicate that midwives frequently serve as the primary information resource for parents of infants with G6PD deficiency. Assessment of knowledge showed that midwives have sufficient knowledge about the medical management and the necessary follow-up of infants with G6PD deficiency. However, it also revealed that they have inadequate knowledge of the underlying genetic cause of G6PD deficiency. The surveyed midwives recognized their role and the importance of proper education regarding G6PD deficiency. Conclusion The findings of this study identified gaps in the midwives’ knowledge on the genetic mechanisms and inheritance of G6PD deficiency, which could be a basis to improve the education and dissemination of information and to eventually improve parental education and care of newborns with G6PD deficiency
Genetic Counseling ; Glucosephosphate Dehydrogenase Deficiency ; Neonatal Screening

Background and Objectives: The daily interactions of teachers with students allow the former to observe behavioral changes in the latter. This can serve as an opportunity to emphasize teachers' role in mental health interventions in the school setting. This study aimed to provide baseline information regarding high school teachers' mental health literacy specifically on the recognition and referral of students with depression and suicidal behavior. Methodology: The study design was descriptive cross-sectional that included 460 high school teachers from a district in the City of Manila. The modified QualisMental Vignette Scale for depression literacy and Adolescent Suicide Behavior Questionnaire for suicide literacy was adapted as assessment tools. Results and Conclusion Results of the study found that 64% correctly identified depression as a mental health problem in the modified case vignette. The highest proportion of respondents chose 'informing the parents' as their preferred mode of referral system. The teachers had varying levels of knowledge on suicidal behaviors. More mental health literacy interventions focusing on depression and suicide must be conducted among teachers to improve their competency on these topics.
Depression ; Suicidal Ideation ; Mental Health

Objective: To assess the competency levels of the technical staff of the Center for Health Development Calabarzon (CHD 4A) to inform the development of a human resource management plan. Methods: A cross-sectional assessment design to determine the CHD 4A technical staff's competency level was utilized. The team from the College of Public Health, University of the Philippines Manila invited all the CHD 4A technical staff to complete a self-assessment using the Learning and Development Needs Assessment Tool (LDNA) (version 3-45), rating their perceived competency and the level of importance to their functions on core and functional competencies stipulated in the Department of Health Compendium of Competency Standards. Gaps were identified by comparing perceived competency levels with a predetermined standard for each agency's salary grade or position. Results: All 67 technical staff took part in the assessment. Entry- and senior-level professionals had minimal deviations from predetermined standards, with gaps in quality service focus and teamwork for the former and planning and political savvy for the latter. In contrast, mid-career professionals had larger gaps in magnitude and number than entry and senior-level staff – the largest being on results orientation – reflective of newly-promoted staff's adjustment period. Of note, these gaps were based on the prevailing competency standards in force at the time of assessment in 2015. Findings may need to be revisited when the agency updates the core and functional competency standards. Conclusion The participants perceived core and functional competencies as important, with the level of perceived importance increasing as the salary bracket increases. Core competency gaps were widest in integrity and quality service focus. Simultaneously, results orientation, and planning and organizing were the functional competencies that registered the widest gap and prioritized. Training needs assessments should be conducted in times of change to ensure an organization's training programs' relevance and to develop peak-level employee performance.
Staff Development ; Needs Assessment

Background: The College of Public Health, University of the Philippines Manila (CPH-UPM) was engaged by the Center for Health Development Calabarzon (CHD 4A) to design, implement and manage the retooling of their personnel following implementation of Executive Order No. 336 on the rationalization of the Philippine government’s executive branch. Objective: To describe the training design and present outputs of the training modules designed for the CHD 4A staff. Methods: We reviewed the project documentation, which included the inception report, minutes of meetings, training modules, and post-training reports. Abstracted information was validated through internal discussion by a core group, which had representatives from the two organizations involved from project inception to close-out. Results: The design, development and implementation of the training were the product of collaborative efforts between CHD 4A and the technical team from the College of Public Health, University of the Philippines Manila. Technical staff of CHD 4A were trained in the competency areas in which gaps between the expected and perceived level of performance across all salary grades were highest: results orientation, planning and organizing, technical expertise, quality service focus, coordination and networking, and managing change. Nine training courses were implemented from May to July 2016, which was attended by 230 participants. All training modules were highly rated by participants (range: 3.60 to 3.85) based on a four-point scale, with 4 as the highest rating and 1 as the lowest. Comparison of pre- and post-tests for the modules on coordination and networking, and managing change showed a statistically significant increase in scores at the conclusion of their respective sessions. Conclusion The design of a training program for an organization’s personnel must be tailor-fit to and answer the needs of its employees. Trainers must be willing to make dynamic changes and adapt to immediate feedback from participants. The implementing party and organization itself must both ensure thorough evaluation of the effects of the training to achieve the organization’s long-term goals.
Staff Development ; Teaching ; Education ; Workforce