IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

EXPERIENCES, CHALLENGES, COPING MECHANISMS AND
RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

A Thesis Presented to the Political Science and History Department

Faculty of the Social Sciences Cluster

School of Arts and Sciences

Ateneo de Davao University

In Partial Fulfillment of the Requirements for the Degree

Bachelor of Arts Major in Political Science

Jethro De Juan P. De Juan

Karyl Rashane I. Lagrama

Harvey Andre L. Montesclaros

Meca Ella T. Patalinghog

Rizalito U. Rosal Jr.

James Amadeus R. Sungcad

October 2023
 ATENEO DE DAVAO UNIVERSITY
School of Arts and Sciences
Jancinto Street, Davao City, Philippines

APPROVAL SHEET

In partial fulfillment of the requirements for the Degree Bachelor of Arts in

Political Science. This thesis entitled:

IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):
EXPERIENCES, CHALLENGES, COPING MECHANISMS AND
RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Prepared and submitted by Jethro P. De Juan, Karyl Rashane I. Lagrama, Harvey

Andre L. Montesclaros, Meca Ella T. Patalinghog, Rizalito U. Rosal Jr., and James
Amadeus R. Sungcad is hereby recommended for FINAL APPROVAL

Christine S. Diaz PhD Mary Donna Grace J. Cuenca M.A.

Thesis Adviser Thesis Mentor

APPROVED in partial fulfillment of the requirements for the Degree in Bachelor of Arts
in Political Science.

Ramon B. Beleno III M.A.L.L.B

Chairperson

Rhodalie O. Emilio, M.P.A. Rosemary M. Fernandez, M.P.A.

Member Member

ACCEPTED in partial fulfillment of Bachelor of Arts in Political Science.

Nelly Z. Limbadan PhD, CSCLP, RP Renante D. Pilapil, PhD

Assistant Dean Dean
Social Sciences Cluster School of Arts and Science

ii
 ACKNOWLEDGEMENT

The researchers would like to express their sincerest gratitude to some people

who made this study possible with their encouragement and support that motivated us

throughout the process of our research.

Ms. Christine S. Diaz, Ph.D., our thesis adviser for imparting invaluable research

and political analysis knowledge, enabling us to deliver a high-quality research output.

Ms. Mary Donna Grace J. Cuenca M.A., our mentor for her mentorship in this

study. Through her guidance, she has helped us in developing this study. Her

unwavering guidance, continuous encouragement, and expertise have been pivotal in

molding this research endeavor. Her insightful feedback and dedicated support have

been instrumental in making this thesis a reality

Mr. Ramon B. Beleno III M.A.L.L.B, Ms. Rhodalie O. Emilio, M.P.A., and Mrs.

Rosemary M. Fernandez, M.P.A., our esteemed panelists for their valuable time,

expertise, and thoughtful feedback during the evaluation of our thesis. Their insights and

constructive criticism have significantly enriched the quality of our research.

Our key informants for their significant contribution to the success of our study.

Their insights have deepened our understanding of the topic, proving invaluable in

shaping our research instruments.

Our Respondents, the health workers from Camp Panacan Hospital for the

invaluable contributions made to our research. The insights shared have unveiled fresh

discoveries that will significantly aid the government in formulating and implementing

policies related to the remuneration of healthcare workers.

Our Kins, Mrs. Jocelyn Pojas and Mr. Allan Fernandez De Juan , Mrs. Aurora

and Mr. Ronald Lagrama, Mrs. Maria Lourdes and Mr. Jay Arvin Montesclaros, Mrs

Mercy and Mr. Virgelio Patalinghog Jr., Mrs. Teresita and Mr. Rizalito Rosal, and Mrs

iii
Jermie and Mr. Moises Renan Sungcad whose unwavering support and encouragement

have been the cornerstone of our academic journey, shaping this thesis and our

aspirations.

Above everything, to the divine for guiding us steadfastly on this path, granting us

the resilience to persevere and the courage to conquer every challenge. His mercy has

enabled us to achieve excellence in our academic pursuit.

TABLE OF CONTENTS

Title Page
Approval Sheet ii
Acknowledgment iii
Table of Contents v
Abstract vi
Chapter 1: INTRODUCTION
Background of the Study 1
Framework for Analysis 5
Conceptual Framework 8

iv
 Statement of the Problem 10
Significance of the Study 11
Operational Definition of Terms 13
Scope and Limitations 15
Chapter 2: REVIEW OF RELATED LITERATURE 17
Chapter 3: METHODOLOGY
Research Design 46
Research Locale 46
Respondents of the Study/ Units of Analysis 47
Sampling Procedure 48
Data Gathering Procedure 49
Research Instruments 51
Data Analysis 51
Ethical Considerations 55
Chapter 4: REPRESENTATION, INTERPRETATION, AND ANALYSIS 111
Chapter 5: SUMMARY OF FINDINGS AND IMPLICATIONS 113
REFERENCES 116
APPENDICES 123
CURRICLUM VITAE
160

v
 ABSTRACT

This study looked into the experiences, challenges encountered, coping

mechanisms, and recommendations of concerned stakeholders in the implementation of

meals, accommodation, and transportation (MAT) benefits in Davao City, Philippines.

The study employed qualitative research design using descriptive narrative approach. A

total of fifteen (15) respondents were interviewed, two (2) of which were key informants

from the Department of Health Region XI, and thirteen (13) of which were health workers

from Camp Panacan Hospital. Key informant interview and in-depth interview guides

were utilized in the collection of data. The gathered data was then analyzed using

thematic analysis, with Implementation Quality Model (IQM) by Gagnon et al. (2015)

serving as framework for the analysis.

The study highlights the hassle-free program implementation experienced by the

stakeholders. Though, on the part of the respondents, they did report difficulty in

accessing information about the program. Meanwhile, implementers shared facing time

pressure and labor-related challenges. In response, they used coping mechanisms:

respondents sought information from peers, and administrators streamlined processes

and partly deviated from the procedural standard to fast-track the implementation. From

their experiences, the respondents advised better information sharing via orientations

and social media, along with timely fund disbursement. Additionally, the informants

proposed establishing a dedicated team for future programs to ensure successful

implementation.

From the accounts provided by the participants, this study suggests that

policymakers should prioritize practical and well-executable programs that anticipate

potential obstacles, while program administrators need to emphasize clear

vi
communication both with beneficiaries and within their teams to ensure successful

program implementation.

Keywords: COVID-19, MAT benefits, health workers, beneficiaries, program, implementation

vii
8
 Chapter 1

INTRODUCTION

BACKGROUND OF THE STUDY

In the wake of the unprecedented challenges posed by the COVID-19 pandemic,

governments worldwide undertook extensive measures to support and empower their

frontline healthcare workers, who bore the brunt of the crisis. In the Philippine context,

the central office implemented a comprehensive support program for its health workers.

Central to this response was the provision of meals, accommodation, and transportation

(MAT) allowances under the Bayanihan to Recover as One Act (RA 11494). This

landmark legislation served as a testament to the nation's gratitude and recognition of

the sacrifices made by healthcare workers during the pandemic, especially after the

media had depicted them as on their knees due to the crisis, prompting concerns about

a probable mental health epidemic among healthcare professionals (Ghebreyesus,

2020; Holmes et al., 2020, as cited in Billing et al., 2021). Through these allowances, the

Philippine government aimed to alleviate the burden and hardships faced by its

healthcare workforce, ensuring they could continue their crucial work with renewed vigor

and dedication.

According to the Department of Health (2022) in its Department Circular No.

2022-0397, the original provision of the MAT benefits under Republic Act 11494 was

made in the form of goods or services (i.e., actual transportation arrangements,

accommodation, and meals for Health workers). However, not all hospitals were able to

disperse the money for such objectives. Instead, the money was sent back to the

Department of Health (DOH) and was instead utilized toward meeting other needs for

1
the pandemic response. In

2
recognition of this, the Office of the President allocated new funding for the purpose of

granting MAT benefits in the form of cash in the amount of Php 3,500 to those eligible

health workers who had not received any kind of MAT benefits for services rendered

between September 15 and December 19, 2020. Regardless of the number of days for

which the service was provided, the Php 3,500 MAT benefits were to be granted in the

full amount.

Ideally, the distribution should have been prompt, without delays or bureaucratic

hurdles, and equitable, – ensuring that all eligible individuals, regardless of location or

affiliation, had access to these benefits. However, the reported narratives present a

contradicting case. While the Department of Health (2021) provided that MAT benefits

amounting to PHP1,231,098,680 were already distributed to 103,413 health workers in

the country as of November 2021, Mendoza (2021) informed that members of the

Alliance of Health Workers (AHW) held a protest outside the Department of Health

(DOH) headquarters in Manila, alleging that some health workers only received

fractional COVID-19 payments while others received nothing at all.

In the same year, an article entitled “Philippines health workers protest as COVID

strains hospitals” of 2021 chronicled the allegations about the abuse and misuse of

COVID-19 funding. As reported, the Commission on Audit highlighted many

discrepancies that were issued at the beginning of August. According to the audit report,

the Department of Health (DOH) failed to disperse billions of pesos in money that were

allocated for healthcare personnel. The state auditors revealed that more than a billion

dollars were deemed deficient in COVID-19 expenditure. Following this, health workers

continued to clamor to the Department of Health, protesting that they have not received

3
the benefits and allowances they were promised to receive in the year 2020 and which

were extended till 2021.

The Philippine president, Ferdinand “Bongbong” Marcos Jr., provided that the

government had already distributed Php 25.82 billion worth of benefits to nurses alone in

August 2022, which includes their supposed MAT benefits. However, the Philippine

Nurses Association (PNA) denied this and claimed that the nurses did not receive the

said disbursement from the government. The Alliance of Health Workers (AWH) further

reported that 50% of health workers did not receive the benefits. Among those who did,

most only received fractional amounts (Ombay, 2022).

The Private Hospital Workers Alliance of the Philippines (PHWAP), which

represents a total of 63,772 health workers in the country, revealed the problematic

management system of the Department of Health. According to the PHWAP, the

department rejected the applications for claims of some health workers. When they

inquired why their claims for benefits due the year 2021 were refused, they were

informed that it was because they used an outdated form. PHWAP sustained that the

Department of Health never bothered to issue the updated forms or even alert hospitals

about them. This was seconded by the St. Luke’s Medical Center Employees

Association, claiming that the Department of Health made it hard for claimants to get

what was promised to them by law as though the department does not really intend to

disburse the benefits (De Villa, 2022).

This research was, therefore, undertaken to look into the experiences,

challenges encountered, coping mechanisms, and recommendations of the concerned

stakeholders (health workers and implementers) in the implementation of the benefits

4
promised by the government to the healthcare personnel of the country. This study

mainly focuses on the implementation of MAT benefits provided under section 4,

paragraph L of the Bayanihan to Recover as One Act (Republic Act 114949) in Davao

City, Philippines.

Davao City was selected as the locale of the study due to the presence of a

substantial population of health workers who met the criteria for eligibility to receive

meals, accommodation, and transportation allowances after being identified as the

epicenter of COVID-19 at the height of the pandemic (CNN Philippines Staff, 2021). In

March 2022, the city passed and approved Ordinance No. 0910-22, Series of 2022,

authorizing the disbursement of the MAT benefits in the locale (Sangguniang

Panglungsod Davao, 2022). With this, it was only logical for the researchers to

investigate the implementation of MAT benefits from the experiences, challenges, coping

mechanisms, and recommendations of the concerned stakeholders in the city. This

study aimed to fill the research gap concerning the implementation of MAT benefits in

the Philippines, particularly in Davao City. The existing body of literature only establishes

how the implementation of special risk allowance and hazard pay to health workers was

carried out, but none of the implementation of the meals allowance, accommodation,

and transportation (MAT) benefits. The conduct of this research is, therefore, justified

and bears significance as its outcomes may be utilized to assess government

competence, reveal the situation and concerns of the healthcare workforce, and aid in

improving the country's national and local health governance in the implementation of

benefits in the presence and absence of a health crisis.

5
Framework For Analysis

Implementation Quality Model

From the study of Gagnon et al. (2015) emerged an Implementation Quality

Model freshly mapped out from several publications that were suggestive of the factors

that contribute to how a program is implemented and delivered. Gagnon et al. (2015)

stated that four factors actively affect the quality of implementation and corresponding

outcomes, namely organizational characteristics, community characteristics, program

characteristics, and facilitator characteristics.

Organizational characteristics refer to leadership and administrative support,

which involve resolving issues and handling transactions, overall program

implementation process (including logistical, budgetary, and personnel concerns),

encouraging program facilitators and developing and retaining involvement at numerous

levels within and outside an organization. The quality of implementation has a directly

proportional relationship with administrative support (Durlap & DuPre, 2008, as cited in

Gagnon et al., 2015). Additionally, organizational capacity and the availability of

technical assistance also directly influence the success of program implementation

(Fredericksen & London, 2000; Durlak & DuPre, 2008, as cited in Gagnon et al., 2015).

The former ensures that the organization can deliver the program, and the latter

prevents or addresses potential issues that may compromise the implementation.

Meanwhile, community characteristics refer to the responsiveness and

6
participation of the community the program was designed for. The less enthused people

are about an intervention, the less likely it is to be well and thoroughly implemented

(Carroll et al., 2007, p. 3, as cited in Gagnon et al., 2015). It is of paramount value that

the community is receptive and engages with the program. Otherwise, the quality of

implementation may be compromised.

It is also essential to consider if the program served is too lengthy, complex, or

inappropriate for the community. It is crucial that the program being implemented

addresses the issues, problems, and concerns of the community since if the program is

not tailored towards the appropriate group, it would negatively influence the program's

outcome (Pereplectchikova, Treat, & Kazdin, 2007, as cited in Gagnon et al., 2015).

Additionally, if the program implemented is too light or too simple, it may lead those

handling the program to change or modify the program to reduce its participants'

boredom and encourage them to be more engaging. Programs with defined procedures

and goals are easier to administer and less likely to provide poor results (Mihalic, Irwin,

Elliott, Fagan, & Hansen, 2004, as cited in Gagnon et al., 2015).

Finally, the people who administer and facilitate the program implementation

significantly impact how programs are carried out. The characteristics of these program

facilitators (e.g., training tailored specifically for the program, program buy-in, amount of

experience leading groups, general competency) can significantly influence how well the

program is delivered

In the course of this study, the researchers integrated the Implementation Quality

Model as an instrumental framework in the comprehensive analysis of the acquired

dataset. The pivotal objective was to evaluate the implementation quality of the MAT

benefits provided under the Bayanihan to Recover as One Act and uncover the intricate

7
dynamics governing the organizational, programmatic, communal, and facilitator aspects

at play by looking into the experiences, challenges encountered, coping mechanisms,

and recommendations of stakeholders in Davao City, Philippines. With this model, the

researchers were able to gain insights into the multifaceted determinants influencing the

successful execution of the program.

Specifically, the model was used to scrutinize the nuanced interactions among

the organizational, program, community, and facilitator characteristics and identify the

interdependencies, synergies, and bottlenecks within the four factors that collectively

govern the implementation process of the program. The model provided a structured

framework for the dissection and evaluation of these critical components, affording a

comprehensive analysis of their respective and collective strengths and weaknesses. In

this study, the factors provided by the model were contextualize as follows:

Organizational Characteristics refer to the features, policies, and structures

within the Department of Health (DOH) in the implementation of the MAT benefits. This

factor encompasses elements such as the department’s administrative processes,

resources, communication strategies, and decision-making procedures.

Program characteristics pertain to the specific features and design of the

meals, accommodation, and transportation (MAT) benefits provided under section 4,

paragraph L of Bayanihan to Recover as One ACT (Republic ACT 11494). Researchers

examined the components of the MAT benefits, including eligibility criteria, the range of

benefits offered, the application process, and the distribution methods.

Community characteristics consider the environment and context in which the

MAT program was implemented. In this study, the researchers evaluated how the health

workers in Davao City interacted with and supported the program, including their

awareness, engagement, and the extent to which they were receptive to the MAT

8
benefits.

Facilitator characteristics focus on the individuals and groups responsible for

guiding the implementation of the MAT benefits. In this study, these facilitators include

personnel from the Department of Health and administrative staff from health facilities.

The researchers analyzed the competence, motivation, and communication skills of

these facilitators in their role based on their experiences, the challenges they

encountered, how they coped, including their recommendations for future

implementation of similar programs.

Overall, this approach allowed the researchers to consider how each factor

influences the success or challenges of the program and provide insights for enhancing

the program's effectiveness and addressing the specific needs of health workers in

Davao City, Philippines.

Figure 1. Schematic Diagram of the Implementation Quality Model by Gagnon et al.

CONCEPTUAL FRAMEWORK

Illustrated in Figure 1 is the schematic diagram of the study, wherein the key

9
factors of the thesis and their corresponding effects and relationships were mapped out.

From existing literature, the researchers recognized that the needs and demands of the

Filipino health workers prompted the government to take actions, in which the

authoritative decision led to the enactment of Republic Act 11494, otherwise known as

the Bayanihan to Recover as One Act, with which provisions include benefits for the

health workers of the country. Among these benefits is the provision of meal allowance,

accommodation, and transportation (MAT) benefits. However, narrative reports have

established that while the government, indeed, had taken steps to address the concerns

and needs of Filipino health workers, several additional needs have become apparent

from the discrepancies and transparency issues surrounding the implementation of the

remunerations programmed to the health workers by the Philippine government, with the

release of meals, accommodation, and transportation (MAT) allowances included.

According to the Implementation Quality Model, which the researchers used as a

reference point, the program’s implementation quality is affected by the characteristics of

the organization, community, program, and facilitator. The study therefore investigated

(1) the organizational support, capacity, and availability of technical assistance of the

Department of Health-Davao for Center and Development (DOH-CHD); (2) the

responsiveness and engagement of the beneficiaries to the program implementation; (3)

the program's complexity according to the stakeholders (health workers and

implementers), and; (4) the facilitator’s general competency. In order to analyze the

outcome and quality of the program implementation, the researchers looked into the

experiences of both the implementers and beneficiaries in Davao City in the

implementation of the specified benefits, including the challenges they encountered,

their coping mechanisms, and recommendations.

10
 Figure 2. Schematic diagram of the study

STATEMENT OF THE PROBLEM

This study generally sought to investigate the experiences, challenges

encountered, coping mechanisms, and recommendations of stakeholders (Health

Workers and implementers) in the implementation of the MAT benefits under the

Bayanihan to Recover As One Act (Republic Act 11494) in Davao City, Philippines.

Specifically, this study wanted to answer the following questions:

11
 1. What is the socio-demographic profile of the beneficiaries and implementers?

2. What are the experiences of the beneficiaries and implementers in the

implementation of the MAT benefits provided under the Bayanihan to Recover As

One Act (Republic Act 11494) in Davao City, Philippines?

3. What are the challenges encountered by the beneficiaries and implementers in

the implementation of the MAT benefits provided under the Bayanihan to

Recover As One Act (Republic Act 11494) in Davao City, Philippines?

4. What are the coping mechanisms of the beneficiaries and implementers in the

implementation of the MAT benefits provided under the Bayanihan to Recover As

One Act (Republic Act 11494) in Davao City, Philippines?

5. What are the recommendations of the beneficiaries and implementers in the

implementation of benefits accorded to health workers during a state of national

emergency?

SIGNIFICANCE OF THE STUDY

This study was undertaken to offer the following stakeholders essential data and

insights gleaned from respondents, most recent studies or theses, and relevant sites in

light of the issue's significance.

Health Workers

This paper sought to investigate the experiences, challenges encountered,

coping mechanisms, and recommendations of the concerned stakeholders (duty

bearers and right-holders) in Davao City in the implementation of MAT benefits under

the Bayanihan To Recover As One Act (RA 11494). As one of the subjects of the study,

healthcare workers in the medical industry will benefit from this thesis as this will serve

12
 as a medium to forward their issues and concerns. In this sense, this research will raise

public awareness of the situation of healthcare workers during the wpandemic, a state

of national emergency, which may become an impetus for the implementation of

additional policy programs beneficial to HCWs.

Policymakers

This study aimed to offer a comprehensive analysis of the implementation of the

MAT benefits under RA 11494. This research will therefore benefit the policymakers as

the findings of this thesis may help them develop a new framework to address the

issue of ineffective implementation of benefits accorded to healthcare personnel, which

long plague the healthcare industry, and effectuate desired improvements and

outcomes through legislation.

Department of Health

This study presented critical and relevant information to the Department of Health

concerning the situation and issues of healthcare workers in the implementation of the

MAT benefits accorded to them by law. This study sheds light on the issue and may

therefore be used as an instrument to accelerate actions from the DOH that will benefit

the healthcare workers of the country. The study may also be used as a tool of the

DOH to help evaluate and better the competence of its service. And finally, through the

findings of this study, the Department of Health may draw a new approach and

strategies in dealing with the issues of our healthcare workers in service.

City Government of Davao

The findings of the study served as the foundation for new legislation aimed at

benefiting and assisting the healthcare workers of Davao City. The research may also

13
help the city government of Davao in taking future responses and actions to further

improve the local health sector both in the absence or presence of a pandemic or any

state of national emergency.

Ateneo de Davao University (Political Science and History Department)

Ateneo de Davao University benefited from this study, such that the research

focuses on one of the topical and significant themes in the country, which may garner

interest, resulting in increased institutional exposure and repute. Moreover, one of the

goals of Ateneo de Davao University is to serve society by contributing robust research

that furthers existing literature. This study, therefore, additionally benefits the institution

as this paper offers information that promotes new perspectives and paradigms, which

are part of the curriculum of the university.

AFW-SENTRO & Other Healthcare Workers Advocate & Federation

The Alliance of Filipino Workers - Sentro ng mga Nagkakaisa at Progresibong

Manggagawa (AFW-SENTRO) and other healthcare workers advocates and federation

benefited from this research as this offers them useful information that they may utilize

to further their cause and campaign on protecting the rights and well-being of healthcare

workers.

Future Researchers

Future researchers benefited from this study as it may promote new paradigms,

which will be useful for future discussions on the situation of healthcare workers, and

how the implementation of program interventions is carried out during the pandemic,

including discussions on the factors affecting the implementation quality. Simply put,

14
future researchers may use this thesis as a reference guide for possible research

direction and methodology in their future conducts.

Operational Definition of Terms

● Beneficiary(ies) - refers to the health workers employed at Camp Panacan

Hospital eligible for MAT Benefits provided under the Bayanihan to Recover as

One Act (Republic Act 11949).

● Challenges - refers to the difficulties encountered by health workers (1) in

claiming the MAT benefits accorded to them by law (i.e., application,

documentary requirements, communication and information, and others), and; (2)

implementers in the implementation of the MAT benefits (i.e., processing

applications, availability of technical assistance, organizational support and

capacity, funding, communication and information, and others).

● Coping Mechanism - refers to the strategies employed by both health workers

and implementers to manage the challenges they encountered in the

implementation of the MAT benefits provided under paragraph L of Republic Act

11494.

● Experiences - refers to the interaction and engagement of both health workers

and implementers with the MAT benefits provided under paragraph L of Republic

Act 11494 in terms of, but not limited to, the application process, documentary

requirements, communication and information.

● Implementation - Refers to the delivery of MAT benefits to the healthcare

personnel in Camp Panacan, Davao City, Philippines.

● Implementers - refer to the officers in the Department of Health Center for

Health Development Davao and administrative staff of Camp Panacan Hospital

who facilitated the implementation of MAT benefits provided under the Bayanihan

15
 to Recover as One Act, section 4, paragraph L.

● Health workers - refers to the health workers employed at Camp Panacan

Hospital who were eligible for MAT benefits. This includes physicians, nurses,

medical technologist, radiology technoligist, pharmacist, and utility workers such

as maintenance and cook.

● MAT Benefits - Meal allowances, accommodation, and transportation benefits

afforded by the government to the health workers. It may be in-kind, actual

services, or the Php 3,500 cash.

● Republic Act 11494 - refers to the Bayanihan to Recover As One Act, which

provides measures to expedite recovery and promote the resilience of the

Philippine economy in support of the COVID-19 response and recovery actions.

● Recommendations - refers to the suggestions provided by the beneficiaries and

implementers to enhance the implementation of future similar programs.

● Stakeholders - refers to the beneficiaries (health workers) and implementers of

MAT benefits from Camp Panacan and Department of Health Center for Health

Development Davao.

SCOPE AND LIMITATION OF THE STUDY

This study focused on investigating the experiences, challenges encountered,

coping mechanisms, and recommendations of health workers and program facilitators in

Davao City regarding the implementation of the Meals, Accommodation, and

Transportation (MAT) benefits provided under the Bayanihan to Recover As One Act

(Republic Act 11494).

The study gathered data through interviews with fifteen participants who met the

16
researchers' criteria. Thirteen participants were affiliated with Camp Panacan Hospital,

twelve of which were MAT beneficiaries treated as respondents (comprising 3 nurses, 3

doctors, 1 medical technologist, 1 pharmacist, 1 radiologic technologist, 2 maintenance

staff, and 1 cook) and one was an implementer, a former administrative staff at the

health facilitator, treated as an informant along with the remaining two participants who

are program facilitators from the Department of Health-Davao Center for Health and

Development (DOH-CHD), with one from the technical division and one from the Human

Resource Management Office (HRMO).

Despite the efforts to secure a rich qualitative data, the researchers

acknowledged that there were constraints and boundaries that accompanied the

research. The depth and breadth of the study were influenced by available resources,

including time and financial limitations. The researchers originally wanted to include a

level three private hospital in Davao City as one of the subjects of the study. However,

due to the lengthy bureaucratic process of private health institutions in the city, – and

considering the time constraint faced by the group, the researchers, with the approval of

their panel, decided to proceed with Camp Panacan Hospital and Department of Health

as the sources of qualitative data.

17
 Chapter 2

REVIEW OF RELATED LITERATURE

Presented in this chapter are foreign and local literature and studies used by the

researchers in the pursuit of this paper. Discussions included are the global call for

support and assistance to health workers, the impact of the COVID-19 pandemic on the

global healthcare workforce, the relationship between job satisfaction of healthcare

professionals and quality healthcare services: the need of health workers for just wages,

benefits, and good working conditions, experiences of health workers in the

implementation of special risk allowance, experiences of health workers in the

implementation of COVID-19 active hazard duty pay, and the implementation of Magna

Carta for Public Health workers. A synthesis of these is presented thereafter.

A Global Call for Support and Assistance to Healthcare Workers

World health professionals have gathered to call on the government to support

the health workers' front liners battling the coronavirus. Different healthcare workers

have been exhausting their efforts to prevent the virus from spreading and treating those

whom the virus has infected. They are putting themselves at risk to battle the virus from

causing further destruction to their community with or without any protective gear. The

18
World Health Professions Alliance have voiced out their concerns, demanding the

government to provide any support and assistance to the healthcare front liners by

providing support on the necessary equipment and recognizing the psychological

pressures the medical health workers experience (World Health Professionals Alliance,

2020).

In the Philippine setting, as per CMFR (2021), healthcare professionals are still

underpaid and overworked. Hospitals all around the country have already started to

reduce their staffing levels in 2021—not because there is a lack of infrastructure or

healthcare equipment, but rather because there are not enough qualified healthcare

workers. Employers usually assign nurses a heavy workload and patient ratios that are

higher than normal or optimum. Due to burnout, tension, worry, and other medical

problems, it frequently results in discontentment in them, which affects their options

concerning whether or not to remain in their existing positions. This is similar to a study

conducted in Iran, where pandemic-affected healthcare professionals showed signs of

severe burnout, by carrying out their job tasks and obligations, and decided to resign

from service. Psychological anguish and post-traumatic stress disorder are present

within the healthcare workers (Sadang, 2020).

In the study conducted by Alibudbud (2020), in response to the ongoing lack of

staff, poor wages, risky working conditions, and mobilization limits, –Philippine nurses

have expressed that they did not feel cared for and that they are exhausted and beyond.

They never forget that they need to aid their patients as no one else will. Most of them

may eventually opt to quit the field or attempt to go overseas because "being a nurse at

home is not worth it." In light of the COVID-19 outbreak, nurses and other healthcare

worker groups appeared to share this sentiment when they announced their widespread

departure from the Philippine healthcare system. Although some were able to leave the

19
country, there are still nurses in the Philippines who may decide to abandon their jobs to

escape what appears to be domestic imprisonment and socioeconomic challenges

during the COVID-19 pandemic, as observed in private hospitals. Therefore, once they

are no longer engaged as "nurses," Filipino nurses may resign.

The Impact of COVID-19 Pandemic on the Global Healthcare Workforce

According to Oberg, E., & Frank, E. (2009), healthcare providers play an

essential role in our daily lives. They provide advice on how to live a healthy lifestyle.

Healthcare providers are on the cutting edge of advising patients on the best strategies.

They play an essential role in assisting people in maintaining their health and contribute

to the general public's good health. Additionally, the healthcare industry, as a whole, is

critical to everyone's physical and economic health. Current challenges, such as

changes in healthcare policy and new technological advancements, highlight the

importance of having qualified people to lead hospitals, implement policy changes, and

manage information systems (George Washington University, 2020).

The emergence of COVID-19 pandemic has had a considerable effect on the

healthcare workforce not only in the Philippines but globally. As the virus spreads,

healthcare workers face an increased risk of infection. The pandemic has also increased

the workload of healthcare workers, with many working longer hours or being redeployed

to areas of higher need. This has contributed to stress, burnout, and other negative

health outcomes for healthcare workers. These negative impacts on healthcare workers'

health and well-being can lead to a further shortage of healthcare workers and reduced

capacity to respond to the pandemic. In addition to these challenges, healthcare workers

have faced difficulties accessing personal protective equipment and other necessary

supplies. This has left many healthcare workers without the necessary protection to

safely care for patients with COVID-19, which has further compounded the challenges of

20
responding to the pandemic (Gupta et al., 2021).

The World Health Organization (WHO) recognizes the critical role of healthcare

workers in responding to the COVID-19 pandemic and highlights the importance of

having an adequate number of healthcare workers to ensure effective response. The

organization recommends a minimum of 44.5 skilled health professionals per 10,000

populations to ensure adequate access to healthcare services, but many countries fall

short of this target. The COVID-19 pandemic has further highlighted the need for

investment in the healthcare workforce, including training and education programs,

incentives to retain healthcare workers, and measures to protect the health and well-

being of healthcare workers on the front lines of the pandemic (Gonzalez, 2020).

Indeed, the COVID-19 pandemic has had a significant impact on the global

healthcare system, most especially in the Philippine setting. A report by IBON

Foundation (2020) highlighted the vulnerabilities of the healthcare system of the country

and the challenges faced in responding to the pandemic. The report noted that the

system was already weakened by decades of underfunding, privatization, and

commercialization, which led to inadequate healthcare facilities, a shortage of healthcare

workers, and high out-of-pocket costs for patients. The emergency of the pandemic only

exacerbated these challenges, with healthcare workers facing high risks of infection due

to inadequate protective equipment and insufficient resources (Hoernke et al., 2020).

Indeed, healthcare professionals inevitably face unprecedented challenges due

to the COVID-19 pandemic, including working under intense time constraints and

making difficult decisions concerning how to distribute limited resources to equally

deserving patients, how to balance their own physical and mental healthcare needs with

those of patients, how to balance their desire and duty to serve patients with those of

family and friends, and how to care for all critically ill patients with limited or insufficient

21
resources. Such pressure could lead to moral harm or mental health issues for some

healthcare professionals (Greenberg et al., 2020). Additionally, healthcare personnel

also deal with psychological pressure. These healthcare professionals suffer from

increased psychological stress and sometimes even mental illness. The mental strain on

these medical professionals are exacerbated by factors like the constant rise in infected

cases, an increase in the death rate, a lack of any specific treatments or vaccines,

extensive media coverage, a ton of work, a lack of personal protective equipment, and

feelings of inadequate support. HCWs are expected to work long hours while dealing

with much pressure in these circumstances. When caring for sick patients, they risk

contracting an infection. Further, they encounter a lot of rumors and false information,

just like everyone else, which makes them more anxious (Vizheh et al., 2020).

Simply put, the COVID-19 pandemic has unprecedentedly impacted most

countries' health systems, especially in the well-being and mental health of medical

professionals engaged in pandemic response activities. Healthcare professionals are

subjected to various stressors at work, which can harm their physical, mental, and

emotional well-being. Healthcare workers experience elevated stress levels due to

multiple factors, including heavy workloads, lengthy shifts, a quick pace, a lack of

physical or psychological safety, chronic care, moral dilemmas, perceived job security,

workplace bullying, and a lack of social support. Burnout, depression, anxiety disorders,

sleeping disorders, and other illnesses can result from the resulting psychological

distress. Workplace stress can harm the professionalism, quality of care delivery,

efficiency, and overall quality of life of healthcare providers (Søvold, 2021). Hence, there

is a heavy demand for the government to look after the healthcare workers in order to

prevent imminent collapse of the country’s healthcare system.

22
The Relationship Between Job Satisfaction of Healthcare Professionals and

Quality Healthcare Services: The Need of HCWs for Just Wages, Benefits, and

Good Working Conditions

According to Goula and Rizopoulos (2022), in order to implement the principles

of continuous refinement in the healthcare industry, healthcare personnel's opinions of

the quality of the services they receive and their degree of work satisfaction are crucial

tools that should be regularly evaluated. It is impossible to exaggerate the importance of

labor in an institution's successful and effective administration. Internal quality service

has been increasingly important in recent decades as a service management strategy.

As Kelesi (2022) reported, job satisfaction is viewed as an indirect measure of service

quality and a crucial component of the growth and longevity of healthcare systems.

Therefore, for firms to function well, their human resources must be happy in their jobs.

The correlation between functional environment and work performance is an important

study topic since it is considered to have an impact on the services' external quality and

effectiveness (Kaba, 2022).

Legaspi (2019) discovered that social service, or "the chance for the nurses to do

something for other people," was inspiring and fulfilling for nurses. The labor of being a

nurse or the job duties themselves appears to be the primary source of satisfaction for

Filipino nurses. This may help explain why Filipino nurses continue to find nursing a

rewarding career despite the less-than-ideal working circumstances and low pay for

nurses nationwide. In contrast, nurses expressed the least satisfaction with their

workplace's operational circumstances, policies, and procedures (monetary and non-

monetary). In the investigations conducted by Rosales et al. (2013) and Baker and

Alshehri (2020), nurses also expressed dissatisfaction with the fringe benefits, receiving

the lowest mean score in this sector.

23
 Job satisfaction contributes to both hiring and keeping issues Oducado (2021). In

the interest of nurses to reach their potential and take the lead in advancing health, they

must work in a secure and happy workplace (National Academies of Sciences,

Engineering, and Medicine, 2019). But nurses usually work in demanding environments,

which may limit their ability to provide nursing care that is efficient and safe (Barandino &

Soriano, 2019). Accordingly, two particular nurse outcomes should be considered while

examining the workplace: pleasure at work and commitment to staying (Al Hamdan et

al., 2017). Throughout this analysis, nurses' employee engagement or their treatment of

their staff is considered to be an important component of behavioral intention after the

Theory of Planned Behavior's definition of attitude (Ajzen, 1991). The result of failing to

achieve these particular aims is thought to be the nursing shortage. Administrators and

employers must be capable of offering nurses with a rewarding work setting that

promotes their professional growth and encourages maximum productivity. In light of the

fact that nurses serve as the frontline of the health service, improved patient outcomes

directly result from outstanding nursing care (Al-Hamdan, 2017).

Job satisfaction, a positive emotional aspect, is among the most important

emotional factors connecting to employees and one that may motivate them. Job

satisfaction is the opinion that employees have of their jobs. In layman’s terms, it has to

do with satisfying and fulfilling the requirements of the job, the workload, and

effectiveness. Several variables influence it, including pay, communications, policies, job

components, work orders, and individual employee characteristics. Therefore, it is

essential to improve working circumstances to promote job satisfaction. Nurses' job

discontent may cause them to miss work, perform poorly, and even impact the standard

of patient care. Studies have shown a link between nurses' and midwives' job

performance and their level of job satisfaction (Rostami et al., 2021)

24
 Healthcare providers' resilience seems to be a complex and changing process.

The healthcare industry presents a variety of demanding issues. Positive adaptation is

encouraged by the marriage of distinct personality traits with experience and resiliency.

To Porteous (2016), health workers may be able to reduce stress and maintain their

health with the help of several recognized resilience tactics, which could result in better

patient care and career success. This evaluation found no evidence to support the claim

that improved patient health in primary care results from greater resilience. However,

secondary and tertiary care give evidence that particular training programs might be

beneficial (Matheson, 2016).

As per Martin et al. (2020), over the last two decades, incentive-based pay for-

performance (P4P) models have been introduced as a mechanism to improve the

delivery of evidence-based care that ensures clinical quality and improves health

outcomes. Since the Institute of Medicine (IOM) identified the need for broad health

system transformation to improve health outcomes while reducing healthcare costs in

2001, value-based payment (VBP) models such as pay-for performance (P4P) have

increased in the healthcare realm. P4P programs are being implemented globally in

high- and low-income countries and developing countries to incentivize quality care and

spur the development of systems that improve care delivery.

The Institute of Medicine has recommended pay for performance as an incentive

to improve health-care quality. It is based on the idea that health care providers' financial

compensation should be proportional to the quality of care they provide. The belief that

improved provider performance will result in improved overall medical care quality is

implicit in this concept (Britton, 2014). According to Merga & Fufa (2019), low job

satisfaction from medical professionals can lead to an increase in absenteeism and staff

turnover, affecting hospitals' efficiency. The level of job satisfaction is influenced by the

25
age of the health professionals, their work environment, as well as the years of service

they have served towards the facility, most especially the benefits like financial rewards

and rewards obtained upon being employed. Without fair pay, in general, the

submissions to COVID-19 called for living conditions and enough staffing would not be

sustained, although healthcare professionals have been lauded as "heroes" in the

current pandemic. Given this, the needs and privileges of nurses and other healthcare

personnel must constantly be considered by healthcare organizations. As evidenced by

the resignation of Filipino nurses, if these problems are not rectified, healthcare

professionals may leave their occupations and institutions in search of employment

options wherein their employment is valued and their liberties are honored.

Consequently, healthcare institutions might collapse in the face of horrifyingly tricky

circumstances like the COVID-19 pandemic. As a result, there is a requirement that

particular initiatives and regulations must be put in place during the epidemic to

represent the glory and importance of healthcare heroes. In general, the transfer and

departure of Filipino nurses due to the COVID-19 epidemic may involve issues of rights

and justice in addition to health and wellbeing, and thus, needs to be resolved

(Alibudbud, 2022).

In the Philippines, there is reportedly a 23,000-nurse shortage statewide; The

problem is becoming worse, and most Filipinos perish in the absence of medical

attention. As a result, to make up for the lack of staff, nurses in the majority of hospitals

are required to perform extended shifts. Furthermore, front-line medical staff are in

danger of getting sick due to a shortage of personal protective equipment (PPE) and

inadequate financial and logistical support from the government. This has led to

uncertainty, dread, and panic among them. The nurses saw these flaws in their separate

facilities as crucial signs of a barrier to providing high-quality nursing care amid the

26
pandemic (Jonaid Sadang, 2020).

The health of the population of the Philippines stands out as a vulnerable

circumstance in the neighborhood. Health care for the populace differs significantly.

Within the parts mentioned above of the town, there are both excellent and nonexistent

services. Private healthcare providers supply the majority of the medical care. They

account for 60% of the population's national healthcare costs. According to Health

Alliance for Democracy, the population spent 3.8% of its GDP on healthcare in 2006.

67.1% of the total came from private spending at first. The GDP's contribution from

government healthcare services was only 32.9%. In other words, it means that the

private sector fills the healthcare provider's job, a dangerous circumstance for a nation

with a considerable population (George, 1996). This is a call for the government to act

on the needs of its people. To better the healthcare services, the government must

invest in the needs of healthcare providers. Otherwise, all efforts will be for naught but

vain.

Experiences of Health Workers in The Implementation of Special Risk Allowance

The Philippine Department of Health (DOH) has made significant strides in

addressing the pressing issue of Special Risk Allowance (SRA) for healthcare workers

amid the COVID-19 pandemic. Securing a substantial fund of P311 million from the

Department of Budget and Management (DBM), allocated for 20,208 healthcare

workers, the DOH has demonstrated a strong commitment to supporting frontline

workers. To ensure swift and efficient distribution, the DOH has decentralized the

process by utilizing its Centers for Health Development (CHDs) as intermediaries,

directing funds promptly to local government units (LGUs) and private health facilities.

The DOH has also proactively expanded the SRA program by collaborating with various

LGUs and private hospitals, actively identifying additional eligible healthcare workers.

27
The organization's assurance of continuous support, alongside its recognition of the

need for improved inter-agency coordination and streamlined internal processes,

underscores its responsiveness to challenges. This initiative showcases the DOH's

unwavering dedication to healthcare professionals' well-being, highlighting its

adaptability in addressing evolving challenges (De Vera, 2021)

In an article released by Punay (2021), during the House plenary deliberations on

the proposed P242.22-billion budget for the following year, the Department of Health

(DOH) advocated for a monthly Special Risk Allowance (SRA) of P9,000 for healthcare

workers (HCWs) directly handling COVID-19 patients. The allocation, which amounted to

an additional P49 billion, aimed to categorize HCWs into low-risk, medium-risk, or high-

risk groups, with corresponding allowances of P3,000, P6,000, and P9,000, respectively.

The proposed appropriation was designed to benefit a total of 526,727 medical

frontliners nationwide, encompassing employees in various healthcare settings,

including local government units (LGUs) and private and military hospitals. Currently,

HCWs receive a maximum of P5,000 per month in SRA, a sum that many found

insufficient and often delayed. Notably, the DOH's 2022 budget proposal did not include

these allowances, as the matter was deferred to the proposed Bayanihan 3 law,

previously passed by the House but pending action in the Senate. Additionally, the DOH

agreed to reallocate P4.2 billion in its budget for the next year to procure COVID-19

vaccine booster shots.

The Philippine Nurses Association (PNA) has raised concerns over the delay in

disbursing the Special Risk Allowance (SRA) to healthcare workers, with some not

having received their allowances from January 2021 to June 2021. PNA President

Melbert Reyes highlighted the accumulation of pending allowances and attributed the

28
issue to implementation challenges. The Department of Budget and Management (DBM)

had allocated P9.02 billion to the Department of Health (DOH) for the SRA, intending to

provide a monthly allowance of up to P5,000 to over 300,000 health workers in both

private and public hospitals caring for COVID-19 patients. Despite the release of funds

to regional offices and hospitals, the disbursement process faced significant delays.

Reyes appealed to the government to address this delay, emphasizing the exhaustion

experienced by all healthcare workers due to the intensified workload resulting from the

ongoing pandemic. Health Secretary Francisco Duque III assured an investigation into

reports of healthcare workers not receiving their SRA even for the year 2020 (GMA,

2021).

In fact, the qualitative study conducted by Daza et al. (2022) shed light on

substantial delays in the disbursement of the Special Risk Allowance (SRA) experienced

by health workers in Davao City. The respondents revealed enduring waiting periods of

several months before receiving their due compensation. Further investigation brought to

light additional challenges in the remuneration process, particularly for nursing aides

who faced difficulties due to a cash disbursement system. This meant standing in long

queues to collect benefits, further exacerbated by the extended waiting times. One

respondent expressed frustration about the need to coordinate with colleagues, taking

turns to receive compensation, at times conflicting with their duty schedules. The study

highlights the multifaceted challenges faced by healthcare workers in accessing timely

and seamless remuneration.

In response to concerns about Special Risk Allowance (SRA) for healthcare

workers during the COVID-19 pandemic, Filipino Nurses United secretary-general

Jocelyn Andamo revealed that nurses have not received the promised P5,000

29
allowance. She clarified that the P5,000 figure, announced by the Department of Budget

and Management (DBM), was not accurately represented, as it equates to only P227 per

day when divided by 22 working days in a month. This disparity has caused significant

frustration among healthcare workers, with some reporting receiving as little as P227.20

for six months of duty. It was highlighted that there was inadequacy of the funds

released, emphasizing that the discrepancy between the declared number of healthcare

workers and those receiving benefits is a significant concern. She also pointed out the

lack of COVID-19 testing every two weeks, as mandated by law, and the absence of

compensation for healthcare workers who contract the virus. In response, Health

Undersecretary Leopoldo Vega stated that compensation had been distributed to

healthcare workers infected with COVID-19, with the DOH initiating SRA disbursements

since June. However, Andamo contested this, emphasizing that many eligible healthcare

workers have yet to receive their allowances despite the DOH's claims (Balaoing, 2021).

In light of these issues, Probinsyano Rep. Alfred Delos Santos has introduced

House Resolution No. 2102, calling for an investigation into the delays and

discrepancies in the release of special risk allowances for healthcare workers in the

Philippines. Delos Santos expressed concern over the complaints from healthcare

workers regarding delayed disbursements and disparities in the amounts received. He

emphasized the potential consequences of these delays, including mass resignations

leading to understaffed hospitals. Delos Santos stressed the inadequacy of monetary

compensation to fully compensate for the risks and sacrifices made by healthcare

workers during the pandemic. He also highlighted a specific case where a nurse, Sam

Rivero, was denied access to the computation of his special risk allowance, questioning

the lack of transparency in the process and urging the Department of Health to provide

30
clear guidelines to ensure fairness and transparency in the allocation of funds (Mercado,

2021).

Experiences of Health Workers in The Implementation of COVID-19 Active Hazard

Duty Pay

In the study of Reyes et al. (2021), the feedback from respondents concerning

the implementation of hazard pay revealed widespread dissatisfaction. A significant

portion of respondents remained neutral, indicating a likely delay in receiving their

hazard pay from their workplaces, attributed to the government's financial constraints in

the Philippines. The dissatisfaction primarily stemmed from the inadequacy of the

standard hazard pay and special risk allowance, which failed to address the substantial

psychological pressure and post-traumatic stress induced by the COVID-19 pandemic.

The study findings were consistent with previous research by Deriba et al. (2017) and

Dlamini and Mabaso (2017), emphasizing the pivotal role of monetary compensation in

healthcare workers' job satisfaction. Notably, 38.39% of the total respondents expressed

high levels of dissatisfaction with their overall compensation packages, suggesting a

need for comprehensive updates in these packages to align with current labor market

standards, ensuring the motivation, attraction, and retention of qualified employees.

This was further echoed in the study conducted by Cabaguing et al (2022),

wherein findings showed that healthcare workers faced significant financial hardships

during the pandemic, including the absence of hazard pay and inadequate

compensation. The issue of delayed or absent hazard pay was not limited to the regional

level of Samar but extended nationally. By November 2020, over 16,000 frontline

medical workers, exposed to the risk of contracting COVID-19 due to their job roles, had

not yet received the hazard pay allocated to them under the expired Bayanihan to Heal

as One Act. This situation led to numerous protests organized by health workers,

31
highlighting their concerns about the Department of Health's delays in releasing the

COVID-19 Active Hazard Duty Pay.

Furthermore, the study also mentioned that inadequate compensation for

healthcare workers in the Philippines has been a longstanding issue, predating the

COVID-19 pandemic. According to the Philippine Department of Labor and Employment

(DOLE), entry-level registered nurses typically receive a monthly salary ranging from

P8,000 to P13,500. Even within hospitals, registered nurses often earn an average of

P9,757 per month, while the average monthly salary in the public sector hovers around

P13,500, and in the private sector, it's approximately P10,000. Comparatively, research

conducted by the i-Price Group using Salary Expert data revealed that midlevel

registered nurses in the Philippines earn just P40,380 per month or P233 per hour,

marking the lowest figure among ASEAN countries. Despite a Supreme Court ruling

setting a minimum monthly salary of $600 for nurses in public hospitals, this decision

has yet to be implemented. This low compensation is concerning, especially considering

the Department of Health's data indicating that healthcare workers, particularly nurses,

are highly vulnerable to COVID-19 infections. As of September 2020, there were 7,006

reported cases of COVID-19 among healthcare workers in the Philippines, with 40

fatalities, underscoring the urgent need to address this issue.

The profound economic repercussions of the pandemic have compelled

individuals to reassess their financial situations and adopt various cost-cutting

measures. Some have made minor adjustments like discontinuing unnecessary

subscriptions, while others have resorted to more significant changes, such as moving in

with family members to reduce housing expenses. Due to insufficient benefits, all

respondents sought additional financial support. The majority expressed the need to

32
secure extra employment, while a few ventured into starting their own businesses to

generate income. Borrowing money and stringent budget cuts were also reported as

survival strategies. Despite facing heightened stress and exhaustion in their jobs, these

individuals did not contemplate quitting. They remained committed to providing essential

services, viewing their continued dedication as crucial, even in the face of the

pandemic's daunting challenges (Perante et al, 2022).

Health Workers’ Awareness of COVID-19 Allowances and Other Benefits Provided

By The Government

In the study conducted by Reyes et al. (2021), a predominant proportion of

survey participants demonstrated awareness of RA 11469: Bayanihan to Heal as One

Act, with 61.65% expressing satisfaction ranging from Satisfied to Highly Satisfied. The

inclination towards "Satisfied" responses is possibly attributable to the widespread

coverage of RA 11469 in media outlets. As posited by Blumler (1979), there exists a

correlation between media use motivations and the acquisition of information, with media

serving as a cognitive tool for learning. Among healthcare workers (HCWs), 26.34%

registered a "Neutral" response, indicative of a degree of familiarity without in-depth

knowledge regarding the specifics of the Bayanihan to Heal as One Act. The analysis of

the collected data revealed that a substantial majority of respondents were familiar with

RA 7305: Magna Carta of Public Health Workers, with 55.36% expressing satisfaction

levels ranging from Satisfied to Highly Satisfied. This positive response may be

attributed to respondents receiving additional cash incentives and allowances, whereas

a lack of knowledge among others could be linked to inadequate implementation of RA

7305 in their respective regions. HCW awareness of RA 7305 reflected 28.57% in the

33
"Neutral" category, indicating a degree of familiarity without comprehensive knowledge

of the Magna Carta of Public Health Workers.

Reyes et al. (2021) further reported that a significant portion of respondents (110

individuals) exhibited awareness of Administrative Order No. 26: The Grant of Hazard

Pay to the Government, with 49.11% expressing satisfaction levels ranging from

Satisfied to Highly Satisfied. The prevalence of "Neutral" responses may be attributed to

respondents choosing this option to avoid negative feelings, in accordance with Bishop's

(1987) suggestion. The neutral option allows respondents to sidestep cognitive effort

required to choose between positive and negative options, a factor considered

understandable in the context of HCWs facing long working hours and potential mental

exhaustion. Regarding AO 26, 49.11% of respondents expressed satisfaction, possibly

driven by a desire to scrutinize hazard pay computation policies and ensure fair

compensation from healthcare institutions. Among the 224 respondents, a majority

demonstrated awareness of Administrative Order No. 28: Special Risk Allowance to

Frontline Public Health Workers, with 49.55% expressing satisfaction levels ranging from

Satisfied to Highly Satisfied. Additional insights from a separate study suggest that the

neutral option allows indifferent respondents to express their true beliefs about an item,

avoiding forced positivity or negativity. It is assumed that most respondents expressing

satisfaction belong to the public sector, as recipients of the Special Risk Allowance

(SRA) mentioned in the item. Consequently, a fair number of respondents selecting the

neutral response may originate from the private sector, exhibiting indifference due to

having heard of the administrative order without further engagement, as it did not impact

them directly amidst the sudden policy change in the Philippines. The data reports that

awareness and satisfaction levels among healthcare workers in the Philippines

regarding relevant legislative acts and administrative orders vary. The positive

34
correlation between media coverage and satisfaction with RA 11469 suggests the

media's influential role in shaping perceptions. The mixed responses to Republic Act

7305 imply that while some healthcare workers are satisfied, others may experience a

lack of comprehensive knowledge or face challenges in the implementation of the

Magna Carta. Additionally, the cautious use of the "Neutral" response, especially in

relation to hazard pay (AO 26) and special risk allowances (AO 28), may indicate a

nuanced sentiment among healthcare workers who might be cautious in expressing

opinions, possibly due to concerns about the policies' impact on their work and

compensation. These nuances underscore the complexity of healthcare workers'

perspectives and highlight the need for targeted communication and engagement

strategies to address varying levels of awareness and satisfaction within this important

sector.

According to Ribar (2014), social assistance programs are intended to improve

people's well-being. However, that goal is undermined when eligible people fail to

participate. One of the reasons cited for non-participation is the lack of information

among the targeted population. Differences in participation across programs and over

time indicate that take-up rates can respond positively and negatively to policy change.

In the study of Paterno et al. (2006), it was determined that clear, coherent, and tailored

communication is instrumental in disseminating information, garnering support, and

fostering a comprehensive understanding of the policy's objectives and benefits. By

incorporating these elements into the policy development and implementation

framework, governments can enhance the likelihood of achieving successful outcomes

and realizing positive impacts on the targeted priorities. Ribar (2014) also suggested that

agencies should conduct outreach campaigns to reduce information gaps and develop

more straightforward program rules that ease administrative burdens.

35
Implementation of Magna Carta of Public Health Workers

The Magna Carta of Public Health Workers (Republic Act or RA 7305) was

passed to guarantee that healthcare professionals are fairly rewarded for their quality

treatment. Therefore, it was intended to benefit the whole healthcare delivery system.

However, since the law's enactment in 1992, succeeding administrations still need to

fund all of the benefits outlined in it from the budget for community health centers. Only

food and washing are included. Compensation is given, and even then, only barely. It

has been stated that only PHP 900 per month of the 1,500 pesos required by the Magna

Carta's Implementing Rules and Regulations (IRR) was paid for by the General

Appropriations Act (GAA), and the remaining 600 pesos monthly came from hospital

savings. The GAA paid only PHP 125 per month for the laundry allowance, and the

remaining PHP 125 came from savings. Budgeted were hazard allowances, but

exclusively for x-ray technicians. The Magna Carta-mandated benefits received zero

funding. Public hospitals are forced to use their own funds to pay Magna Carta

allowances since the Department of Health does not provide financing for all of the perks

required by law in hospital budgets. Consequently, most hospitals' present financial

situation indicates that they are currently straining to cover operational costs. Inequality

in hospital worker remuneration among public hospitals is caused by placing an

additional financial burden on them to protect Magna Carta entitlements. However, since

the legislation has already been passed, Magna Carta incentives ought to be granted, as

hospital personnel are generally known to be underpaid. But it should be done in a way

that does not interfere with the government's capacity to deliver high-quality, reasonably

priced healthcare (Lavado, 2011).

According to the study by Carpio et al. (2021), it was shown that municipalities'

36
and cities' implementation of the Magna Carta benefits for public health professionals

needs to be improved. Additionally, the quantitative information from LGU scorecards

revealed that just half of the towns and cities offered the main advantages. This

demonstrated that lower-income communities are less inclined to provide these perks.

Communities and localities do poorly enforce the Magna Carta benefits for community

health professionals, and they are less likely to do so in fairly low communities. Its

execution is influenced by the local chief executives' political will, the LGU's resources,

the law's restrictive restrictions, and the absence of its enforcement (Te, 2021).

Factors Affecting the Implementation Quality and Outcomes

According to the Implementation Quality Model by Gagnon et al (2015), there are

several factors that affect the quality and outcomes of a program implementation. This

includes organizational, program, community, and facilitator characteristics. As outlined

by Fredericksen and London (2000), the effectiveness of a program implementation is

intricately linked to its overall capacity. Organizational capacity encompasses various

elements such as strategic planning, vision formulation, execution capabilities, resource

allocation, communication strategies, and fiscal management. Factors integral to

organizational capacity and consequently impactful on implementation include the

consistency and depth of internal communication, community engagement, often

referred to as community buy-in (Riley, Taylor, & Elliott, 2003), and the competence

exhibited by the organization (Wandersman et al., 2008). Riley et al. (2003), in their

investigation of health promotion programs, observed a positive correlation between

elevated levels of organizational capacity and the successful execution of programs.

37
 In the context of program implementation, the provision of technical assistance

emerges as a pivotal determinant of success (Durlak & DuPre, 2008). Technical

assistance encompasses a spectrum of activities, including the training of program

facilitators and administrators, program evaluation and feedback mechanisms, program

monitoring, coaching, facilitator involvement in program design, and the provision of

supplementary resources to stakeholders (Wandersman et al., 2008). Mihalic et al.

(2008) underscored the significance of high-quality technical assistance in averting or

identifying potential programmatic issues that could compromise implementation.

Furthermore, the effective utilization of technical assistance was shown to augment

program quality, highlighting its crucial role in the implementation process (Wandersman

et al., 2008).

To enhance the seamless transfer of programs, an effective strategy involves

designing programs and their corresponding evaluations with adaptability in mind, as

proposed by Durlak and DuPre (2008). Noteworthy is the intentional approach

advocated by Greenwood, Tapia, Abbott, and Walton (2003), who underscored the

importance of incorporating adaptability into program design, provided it contributes

positively to desired outcomes. This intentional adaptability is exemplified in instances

where a facilitator deviates from the prescribed program implementation plan but yields

improved literacy scores, a desired program outcome. In such cases, the facilitator not

only shares the successful technique but also imparts training to peers during

subsequent sessions, thereby integrating a valuable new element into the program. It is

crucial to recognize that adaptations, viewed as compromises to implementation, may

not invariably exert a negative influence on programs. In the pursuit of effective

Extension Program Development, acknowledging and addressing the complexities

arising during the transition from controlled settings to real-world scenarios is important.

38
The proactive consideration of adaptability in program design and evaluation emerges

as a strategic means to navigate the challenges associated with differing implementation

preferences and to harness beneficial deviations from the prescribed course of action.

Furthermore, Gagnon et al. (2015) outlined the factors contributing to effective

extension program implementation, with the first being the influence of organizational

characteristics and leadership on implementation quality. Gottfredson and colleagues

(2000) discovered a clear correlation between program implementation quality and the

level of administrative and managerial support provided by supervisory and

organizational staff. This support encompasses the management of concerns,

overseeing the overall program implementation process (including logistical, financial,

and personnel matters), offering encouragement to program facilitators, and fostering

engagement at multiple organizational levels, both within and outside the organization

(Durlak & DuPre, 2008). Analyzing over 500 implementation studies, Durlak and DuPre

(2008) emphasized that effective administrative leadership positively affects program

implementation quality. Kam, Greenberg, and Walls (2003) further corroborated this,

demonstrating that high-quality organizational support led to optimal outcomes for

students and higher program quality, while low administrative support negatively

impacted program implementation.

The second critical factor is the influence of community characteristics on

program implementation. An essential consideration pertains to the alignment of

program design with the characteristics of the community where it is delivered. A cultural

mismatch, such as designing a program for higher-resourced, English-speaking

participants but delivering it to lower-resourced, Spanish-speaking participants, can

significantly affect the implementation quality (Castro, Barrera, & Martinez, 2004).

39
Community readiness is another vital aspect, as a program may face disinterest when

the community is not adequately consulted or prepared. Needs assessment serves as a

tool to gauge community-level interest in Extension programs (Garst & McCawley,

2015). Additionally, administrators must account for the contextual differences between

the originally intended context and the current delivery context, such as urban versus

rural settings, to ensure program relevance within the communities they serve (Castro et

al., 2004).

The characteristics inherent in a program play a crucial role in influencing the

levels of program implementation. When a program exhibits excessive complexity,

lengthiness, or is unsuitable for the target population, the likelihood of its delivery

according to the intended design diminishes significantly (Pereplectchikova, Treat, &

Kazdin, 2007). Extension programs are inherently crafted to address the unique

problems, issues, and concerns of local communities they serve (Garst & McCawley,

2015). Consequently, if a program lacks customization to the specific needs of a local

group, the quality of its implementation may be compromised (Arnold, 2015).

Conversely, overly simplistic programs may prompt those delivering them to make

changes or modifications to alleviate boredom or enhance participant engagement

(Carroll et al., 2007). Successful implementation is closely associated with the

complexity and organization of programs, as those with clear processes and outcomes

tend to be more straightforward to implement and are less likely to result in low-quality

implementation (Mihalic, Irwin, Elliott, Fagan, & Hansen, 2004).

Moreover, the appropriateness of program design in relation to the

characteristics of the target population is a pivotal consideration. Programs that align

with the needs, preferences, and cultural context of the community they serve are more

40
likely to be effectively implemented (Arnold, 2015). A lack of alignment between program

content and the local group's characteristics may hinder program delivery, resulting in a

lower quality of implementation. On the other hand, programs that strike a balance

between complexity and simplicity, with clearly defined processes and outcomes, are

conducive to successful implementation and are less prone to deviations from the

intended design (Mihalic, Irwin, Elliott, Fagan, & Hansen, 2004).

In essence, the intricate interplay between program characteristics and

implementation quality underscores the importance of tailoring program design to the

specific needs of the target population. Striking the right balance between complexity

and simplicity, coupled with a clear organizational structure, enhances the likelihood of

successful program implementation while minimizing the risk of low-quality delivery.

Recognizing the significance of customization and appropriateness in program design is

fundamental for achieving the intended impact within the communities served by

Extension programs.

Moreover, participant responsiveness within the community serves as a crucial

community characteristic for successful program implementation. James Bell Associates

(2009) defined participant responsiveness as the way participants react to or engage in

a program, encompassing their level of interest, perceptions about the program's

relevance and usefulness, and their overall engagement level. Participant

responsiveness can significantly impact program outcomes and implementation quality,

as evidenced by the correlation between participants' enthusiasm and the proper and full

implementation of interventions (Carroll et al., 2007). If participants are unresponsive or

unable to engage for various reasons, it can influence a facilitator's program delivery and

41
compromise the overall quality of program implementation (Century, Freeman, &

Rudnick, 2008).

Ultimately, facilitators, identified here as program professionals, wield significant

influence over the implementation of programs. The characteristics of these facilitators,

encompassing elements such as program-specific training, program buy-in, experience

in group facilitation, and overall competency, exert a substantial impact on the quality of

program delivery (Dusenbury, Brannigan, Falco, & Hansen, 2003; Mihalic et al., 2008;

Perepletchikova et al., 2007; Sloboda et al., 2014). Their influence extends to altering

program design, the intended delivery method, and overall program structure, as well as

adapting program materials, including curriculum, program settings, and components.

The quality and extent of training provided to program facilitators demonstrate a

positive association with favorable programmatic outcomes and effective implementation

(Cyr, 2008; Dufrene, Noell, Gilbertson, & Duhon, 2005). Active, engaging training

methodologies, involving elements like role playing, peer observation, and timely

feedback, enhance facilitators' program buy-in, motivation, and self-efficacy,

consequently contributing to the quality of program delivery (Durlak & DuPre, 2008). In

studies focusing on substance abuse prevention programs, comprehensive training has

been identified as significantly enhancing program implementation (Little et al., 2013).

Conversely, inconsistent or inadequate training negatively affects a facilitator's ability to

adhere to the program as designed (Gottfredson et al., 2000). Facilitator buy-in,

representing the motivation, belief in program goals, attitude, and confidence in program

success, emerges as a crucial factor influencing both program implementation and

outcomes (Dusenbury et al., 2003; Dusenbury, Brannigan, Hansen, Walsh, & Falco,

2005; Johnson et al., 2006).

42
 Experience also plays a pivotal role in shaping how facilitators pursue program

goals, with prior implementation experience fostering comfort in group presentations

(Allen, Hunter, & Donohue, 1989). However, experience may present a dual-edged

sword, potentially leading facilitators to overestimate their competence, thereby

negatively affecting program delivery (Zollo & Gottschalg, 2004). Additionally, there

exists a discernible connection between facilitator competency, defined as the level of

skill and understanding, and the quality of program implementation. Research on

Extension program facilitators by Cyr (2008) underscores that quality training enhances

facilitator competency, contributing to increased confidence in their effectiveness as

facilitators.

In an investigation of Gagnon, R. J., & Pettigrew, J. (2018) about Examining

Predictors of Implementation Quality in an Emerging International Extension Context, it

was stated in their investigation that distinguished by its evaluation of an international

nonformal extension education program, highlights the potential utility of program buy-in

as a self-report measure when assessing a facilitator's profidelity beliefs before program

implementation. The findings align with prior research in prevention science, indicating a

positive relationship between facilitator buy-in and program fidelity, as demonstrated by

Kam, Greenberg, and Walls (2003) and Little et al. (2013). However, the results do not

entirely align with the work of Gagnon and Bumpus (2016), who identified both

preparedness and buy-in as positive predictors of profidelity beliefs. Despite the

preliminary nature of our study, future assessments may reveal that the perceived level

of preparedness and training could play a role in promoting quality program

implementation beyond the initial training phase. Nevertheless, the outcomes suggest

that enhancing facilitator buy-in is a crucial strategy for fostering positive program

43
implementation, increasing the likelihood of programs adhering to their intended designs,

and maintaining evidence-based practices.

In a broader context, their study contributes to the field of implementation

research within the framework of Extension. Firstly, it introduces an efficient self-report

assessment method for addressing implementation-related issues. While self-report

measures may introduce bias, the reduction in resources required may balance out the

limitations compared to more resource-intensive observational techniques. Additionally,

the study aligns with previous research emphasizing the importance of considering

implementation issues in Extension settings and provides evidence linking buy-in to

profidelity beliefs. The future challenge lies in determining how well profidelity beliefs

correspond to observed fidelity and program outcomes. Utilizing self-report data to

navigate obstacles in measuring implementation quality can enhance overall outcome

evaluations. Secondly, our study introduces an international dimension to Extension

literature and showcases the potential for developing a collaborative Extension network.

In Nicaragua, where no school collaboratives existed across multiple cities for promoting

adolescent health, their study provides foundational infrastructure for exploring program

implementation in an emerging Extension context. Lastly, the study acknowledges the

likelihood of unaccounted-for facilitator characteristics, traits, and beliefs that may have

uniquely influenced the results within the international study context.

Synthesis of The Reviewed Related Literature

The pool of local and international related literature highlights the importance of

healthcare professionals for the functional capabilities of a healthcare system and the

need for the government to invest in them. Studies convince that motivated and well-

supported healthcare workforce almost always ensures good performing and quality

44
healthcare services. Additionally, literature also pointed out how the pandemic caused

unprecedented strain on healthcare systems. In fact, in the Philippine setting, mass

resignations of health workers occurred given the persistent understaffing, poor

remuneration, risky working circumstances, and the overall impact of the pandemic on

the well-being of Health workers. Indeed, multiple studies have advanced how the

COVID-19 pandemic revealed and even compounded the existing gaps and issues in

healthcare systems. Existing literature further revealed how the Philippine health

workers clamor for support and assistance from the government as the world continued

to battle the COVID-19 pandemic. The dissatisfaction and discontentment of the health

workers on the wages, benefits, and working conditions designed for them, and which

may lead to the decline of the country’s healthcare system could not be more highlighted

than it already had been.

In the Philippines, though there were remunerations and benefits programmed to

health workers by the government, existing literature revealed a complex and

multifaceted scenario regarding the implementation of Special Risk Allowance (SRA)

and COVID-19 Active Hazard Duty Pay for Filipino healthcare workers during the

COVID-19 pandemic. While the Department of Health (DOH) has demonstrated

commitment by securing substantial funds and decentralizing the distribution process,

there are evident challenges in the actual disbursement of allowances. Several

healthcare workers, as reported by the Philippine Nurses Association (PNA) and Filipino

Nurses United, have experienced delays and discrepancies in receiving their SRAs.

Dissatisfaction arose from the perceived inadequacy of the allocated funds, with

discrepancies in the promised amount and the actual disbursement causing frustration

among healthcare professionals. The situation is exacerbated by issues such as delayed

disbursements, disparities in the amounts received, and a lack of transparency in the

45
process, as highlighted by House Resolution No. 2102 introduced by Probinsyano Rep.

Alfred Delos Santos.

Furthermore, the study by Reyes et al. reveals widespread dissatisfaction among

healthcare workers, emphasizing the crucial role of monetary compensation in job

satisfaction. The inadequacy of standard hazard pay and SRA is noted, particularly in

addressing the psychological pressure and post-traumatic stress induced by the

pandemic. Financial hardships faced by healthcare workers, including the absence of

hazard pay and inadequate overall compensation, have been a longstanding issue

predating the pandemic, as outlined in studies by Cabaguing et al. and Perante et al.

The economic repercussions of the pandemic have compelled healthcare workers to

adopt various cost-cutting measures, highlighting the financial strain they face. The

disparity between the reported vulnerability of healthcare workers to COVID-19

infections and their low compensation, as indicated by Department of Health data,

underscores the urgency of addressing this issue. Simply put, there exist a significant

gap between the intent of the government's allocation for healthcare workers' allowances

and the actual experiences of healthcare professionals on the ground. This raises

concerns about the effectiveness of the current implementation processes and

emphasizes the urgent need for transparent, efficient, and fair disbursement

mechanisms to ensure the well-being and motivation of healthcare workers during the

ongoing public health crisis.

From this, the researchers found it more compelling to look into the experiences,

challenges encountered, coping mechanisms, and recommendation of the implementers

and beneficiaries of the meals, accommodation, and transportation benefits provided

under section 4, paragraphs L of the Bayanihan to Recover As One Act (Republic Act

46
11494), particularly in Davao City, Philippines.

Chapter 3

METHODOLOGY

This chapter presents the methodology of the research study. It includes the

research design, research locale, respondents, sampling technique, data gathering

47
procedure, research instrument, and ethical considerations.

Research Design

This study employed qualitative research design using descriptive narrative

approach following the purpose and pursuit of the paper. It is within the genre of social

science research that collects and uses non-numerical data. The fundamental objective

of the study, which is to collect information and then evaluate it to explicate a particular

event, is regarded as applied qualitative research (Heigham & Crocker, 2009). According

to Fraenkel et al. (2012), qualitative research is used to observe and collect data in a

particular setting. Further, the descriptive method aims to characterize current

phenomena, events, and occurrences. This technique intends to methodically discover

an in-depth justification and presentation of the focus of the study (Creswell, 1994;

2012). From this, and considering the objectives of this study, the researchers

consequently determined that a descriptive qualitative method was the suitable

framework and approach in the conduct of this research.

Research Locale

The study was conducted in the city of Davao, Philippines. In particular, the

researchers sought participants in the Department of Health - Davao Center for Health

Development (CHD) and Camp Panacan Station Hospital located in Naval Station Felix,

Apolonario Panacan, Davao City. The researchers selected Davao City as the study

location because it housed a significant population of health workers who were eligible

for meals, accommodation, and transportation allowances. This eligibility was

determined during the city's identification as the epicenter of COVID-19 at the peak of

48
the pandemic, as reported by the OCTA Research Group in 2021 (CNN Philippines

Staff, 2021). In March 2022, the city officially ratified Ordinance No. 0910-22, Series of

2022, which authorized the distribution of MAT benefits within the locality, according to

the Sangguniang Panglungsod Davao. Given these circumstances, it made logical

sense for the researchers to examine the implementation of MAT benefits by exploring

the experiences, challenges, coping mechanisms, and recommendations of relevant

stakeholders, namely health workers and implementers, in Davao City.

Figure 3. Google map image of Davao City

Respondents of the Study

In order to obtain data saturation, it was suggested that qualitative investigations

need a minimum sample size of at least twelve (12) participants (Clarke & Braun, 2013;

Fugard & Potts, 2014; Guest, Bunce, & Johnson, 2006, as cited in Vasileiou, 2018).

49
Following this, the researchers selected a number of fifteen (15) respondents in

summation.

A total of thirteen (13) respondents were from a public health institution, the

Camp Panacan Station Hospital, – twelve (12), of which, were identified MAT

beneficiaries, and one (1) was an implementer who formerly worked as an administrative

staff. For the former, three (3) nurses, three (3) doctors, one (1) medical technologist,

one (1) pharmacist, one (1) radiologic technologist, two (2) maintenance staff and one

(1) cook were interviewed.

Two (2) officers from the Department of Health-Davao Center for Health and

Development (DOH-CHD) were also asked as key informants of the study. One is from

the department’s technical division, while the other is in the Human Resource

Management Office (HRMO).

The determined sample size was sufficient to achieve the golden standard of a

qualitative investigation: data saturation. As Strauss (1967) recommended, saturation is

where researchers can ensure that further data collection would yield similar results and

confirm emerging themes and conclusions.

Sampling Procedure

The researchers used the purposive sampling procedure in selecting the

participants of the study. This is a non-probability sampling technique where informants

were selected by the researchers based on characteristics that match the selection

criteria (Tongco, 2007). In this study, the researchers gathered participants who were

directly involved in the implementation of MAT benefits provided under the Bayanihan to

50
Recover as One (Republic Act 11494).

Specifically, the participants of the study were selected based on the following

criteria:

I. For the beneficiaries of the program, they must be:

1. A health worker eligible for the meal, accommodation, and transportation

arrangements (MAT) benefits, be it in-kind, actual services, or cash in the

amount of 3,500 pesos, and;

2. A health worker presently working at and or affiliated with Camp Panacan

Hospital.

II. For the implementers of the program, they must be:

1. Directly involved in the implementation of the meal allowances, accommodation,

and transportation arrangements (MAT) benefits, be it in-kind, actual services, or

cash in the amount of 3,500 pesos.

2. A personnel either from Department of Health-Davao Center for Health and

Development or Camp Panacan Hospital.

These participant selection criteria ensured that the data collected are significant and

relevant to the study.

Data Gathering Procedure

In order to document the needed data for the study, the researchers designed a

procedure divided into two (2) legwork phases: Pre-Data Collection and Data Collection

Proper.

51
I. Pre-Data Collection

1. Physical copies and electronic mail of the informed consent letters were sent out

to potential participants, asking for permission to conduct interviews as part of

the study.

2. The researchers consulted with the thesis mentor for pointers on how to best

engage with the participants to ensure a smooth sailing data collection process.

3. The researchers coordinated with the consenting participants through email and

in person concerning their approval and consent to be interviewed. Likewise, a

schedule and venue of interviews were secured, accommodating the date and

time of availability and convenience of the participants.

II. Data Collection Proper

1. On the day of the scheduled interview, the researchers briefly re-oriented the

participants on their rights. Likewise, an assurance of compliance with the Data

Privacy Act of 2012 throughout the data collection process was provided, with

emphasis on non-maleficence, confidentiality, and anonymity.

2. All of the interviews were conducted in person. The researchers secured

permission from the consenting participants to record the conversation before the

interview began. This is to document the entire process of data collection and

ensure the accuracy of information.

3. After obtaining both the verbal and written consent of the participants, the

researchers conducted the interview, taking notes of important points and

information. In-depth interviews were conducted with respondents who were

identified as MAT beneficiaries, whereas key informant interviews were for those

who were identified as program implementers.

52
 4. The researchers asked probing questions during the interview to secure rich data

for the study.

Research Instrument

In the process of data collection, the researchers employed specific interview

guides tailored for different groups. For respondents at Camp Panacan Hospital, an In-

Depth interview guide was utilized, while key informants were interviewed using a Key

Informant interview guide. Both interview guides were compartmentalized into five parts.

Part I was designed to collect the socio-demographic profile of the participants; Part II

was devised to gauge their experiences in the implementation of the program; Part III

was concerned with the challenges encountered; Part IV aimed to determine the coping

mechanisms of the participants in the implementation of the program, and; Part V was

intended to gather recommendations from respondents for enhancing future program

implementation.

Data Analysis

In analyzing the data of this qualitative study, the researchers utilized the

thematic analysis method to aid them in analyzing a collection of information used to

identify, assess, and communicate correlations in qualitative data (Braun & Clarke,

2006). Thematic analysis is appropriate for this study as the framework’s objective seeks

to comprehend structures of interpretations from information on personal experiences

and to determine the meanings of words used by the participants.

Thematic analysis is a suited method for having a descriptive qualitative study in

establishing themes or patterns within the information that researchers gather by

53
detecting recurrent themes in a text (Joffe, 2012). When paired with sentiment analysis,

these prominent themes offer substantial data insights. As a result, the report was

thematically organized to represent the respondent's encounters and the meanings

learned.

Thematic analysis is appropriate for comprehending events, thoughts, or deeds

spread throughout collected data. According to Boyatzis (1998), "thematic analysis

facilitates the social scientist's ability to interpret the modern concept of significance to

be presented or structured in such a manner, with the dependability as continuity of

assessment, that represents the emergence of social "evidence" or experiences.

The process of this thematic analysis is described below:

Step 1: Become familiar with the data

Reading and rereading the transcripts is always the initial step in any qualitative

study. The researchers compiled the initial findings after the interview session and

thoroughly reviewed them. They first went through a repeated process of reflexivity

before becoming familiar with the qualitative dataset. Reflexivity is the process of

reflecting on oneself as a person and researcher while realizing how one's biases may

affect the research process (Berger, 2015; Creswell, 2014; Pillow, 2003). The

researchers converted any voice recordings into text that was later analyzed.

Step 2: Generate initial codes

Initial codes were then generated after the active familiarization phase to

organize the data (Braun & Clarke, 2006). This organization stands for significant data

groups (Tuckett, 2005), which are more specialized than the themes determined in the

54
following stage. Words, sentences, paragraphs, etc., are some examples. These initial

primary codes may be theory-driven, allowing the researchers to address the data with

suggestions, or they may be data-driven and rely on the data (Braun & Clarke). There

are numerous ways to code. The research problems of the study influenced the method.

Step 3: Search for themes

At this juncture, the focus then switches from the initial code production phase to

the initial theme sorting of codes (Braun & Clarke, 2006). A theme is a pattern that

conveys something important or fascinating about the data and/or study issue. As Braun

& Clarke (2006) explained, the definition of a theme is open to interpretation. A theme is

defined by its importance.

Step 4: Review themes

Braun and Clarke (2006) identified the two levels of review: the first is the coded

data level (from individual transcripts), and the second is the overall data level (capturing

the meaning across the whole). In this process, the first concepts found in Step 3 were

reviewed, modified, and developed. Each theme’s corresponding data was examined

and evaluated whether the evidence supported it. All coded data extracts were

examined during this initial assessment stage to ensure any consistent patterns (Braun

& Clarke, 2006). The next step was about considering how well the themes fit within the

overall context of the data collection.

Step 5: Define themes

Identifying the "essence" of what each theme is about is the goal of this final

iteration of the themes (Braun & Clarke, 2006, p.92). Throughout this process, the

55
researchers tried to answer the questions: what is the theme trying to say? If there are

other themes, how do they relate to and interact with the central theme? What

connections are there between the themes?

Braun and Clarke (2013) advised giving themes that encapsulate the substance

of the analysis, "catchy," intelligent names. These names may be taken directly from

quotes or refer to an analytical interpretation or focus on the data (Braun & Clarke,

2013). In constructing the narrative into a "coherent and internally consistent account,"

the researchers switched back and forth between the data and the themes throughout

this phase of analysis (Braun & Clarke, 2006). They created a thorough analysis for

each identified theme beyond a simple description or paraphrase of the data (Braun &

Clarke). This included identifying the story of each theme (e.g., what the theme tells) and

determining how this story and theme fit the overall story of the dataset (Braun & Clarke)

Step 6: Write up the report

The final paper for the study was written when all the data had been organized,

processed, and analyz ed. The final reports included a succinct and compelling

summary of the data (Braun & Clarke, 2006). The researchers ensured that the narrative

went beyond summarizing the data and answering the primary research question with a

strong argument.

Evaluating qualitative data can be complex, especially for novice researchers.

The researchers applied the theme analysis framework developed by Braun and Clarke

(2006) to aid them in the analysis of the data to be gathered. As to Braun & Clarke,

"writing is the process by which the analysis develops into its final form." At this last

stage, samples from the coded and combined data were chosen to represent different

facets of the theme. Then a narrative was written around those extracts to provide a

56
compelling report about the data and its meaning (Braun & Clarke).

Ethical Considerations

In the conduct of this study, the following ethical principles were applied and put

into place throughout the data collection process for they were deemed to be of

paramount importance in the protection of the human subjects and the integrity of the

research:

Informed Consent and Voluntary Participation - Prior to the data collection,

the participants were adequately informed on what the research is all about, how their

data will be utilized, and the whole process they will undergo should they decide to

participate. Additionally, the researchers ensured that potential subjects were informed

of their freedom to participate, decline, or withdraw, even after providing initial consent.

Participants' choices were respected, and no coercion was used to obtain their

participation consent.

Anonymity and Confidentiality - The private and sensitive information of the

subjects was not disclosed to the public. The researchers guaranteed that the anonymity

of the respondents and the confidentiality of the information they supplied as asked were

to be preserved, honored, and respected to the absolute degree.

Minimized Harm - The researchers deliberated on the risk-to-benefit ratio to

ensure the protection of the subjects. Simply put, the researchers ensured that the

participants, the researchers themselves, the institution, and the wider community were

not in any situation that may cause them harm in any form.

57
 Chapter 4

PRESENTATION, ANALYSIS, AND INTERPRETATION OF DATA

This chapter covers the presentation, analysis and interpretation of the data

collected from respondents who all had direct engagement and experience with the

implementation of the Meals, Accommodation, and Transportation (MAT) allowances

provided under the Bayanihan to Recover as One Act (Republic Act 11494). The

proceeding discourse is organized into five (5) distinct segments, each corresponding to

the participants’ socio-demographic profile, experiences, challenges encountered,

coping mechanisms, and their recommendations related to the program. Lastly, this

analysis leverages the Implementation Quality Model and some relevant literature to

explain and interpret the gathered data.

Socio-Demographic Profile

The study garnered fifteen (15) sources of data in total. All had pivotal roles in

offering in-depth knowledge and experience on the subject matter under investigation. In

particular, three (3) participants who were directly involved in facilitating and

administering the implementation of the MAT benefits were identified as key informants.

The remaining twelve (12) participants are respondents who were beneficiaries of the

said program.

To begin, Key Informant 1 (KI-1) is a female registered nurse from the

Department of Health-Davao Center for Health and Development (DOH-CHD). Prior to

2021, she was the head of the technical division and was directly involved in the grant of

health workers’ COVID-19 allowances and was responsible for the emergency hiring of

personnel and their deployment in the temporary treatment monitoring facilities around

58
the city. By the year 2021, she was transferred to the Human Resource Management

Office, and onwards, she has been working as a human resource management officer.

Key Informant 2 (KI-2) is likewise a female registered nurse from the Department of

Health-Davao Center for Health and Development (DOH-CHD) and is a colleague of KI-

1. At the time of the interview, she is working as the Training Specialist III of the

department. Under her unit is the management of the health workforce deployed in all of

Davao del Sur’s Rural Health Units (RHUs) and the grant of health workers’ COVID-19

allowances.

Meanwhile, Key Informant 3 (KI-3) is a female social worker who assumed an

administrative role in Camp Panacan Hospital. During the implementation of the MAT

benefits and up to the present, KI-3 works as a medical social worker and disbursing

officer of the said health facility, wherein she shouldered the responsibility of closely

coordinating with the Department of Health-Davao Center for Health and Development

(DOH-CHD) concerning the program implementation as well as the disbursement of the

MAT benefits to eligible health workers in Camp Panacan Hospital.

Considering the personnels’ involvement in the implementation of the MAT

benefits, it was only logical to have selected them as key informants of the study. Their

knowledge and expertise on the subject, including their narrative of experience with the

program implementation, had shed light on the administrative process of the

disbursement of MAT benefits and helped in the identification of health workers eligible

for the said provision.

In line with the policy’s description of the health workers who were eligible for the

MAT benefits, which was acknowledged by the key informants, the respondents of this

study were public health workers from Camp Panacan Hospital. From the guidance of

the key informants, the researchers were able to invite a total of twelve (12)

respondents. To start with, Respondents 1 (R1), 2 (R2), and 3 (R3) are full-time

59
Medical Doctors III at Camp Panacan Hospital. In particular, Respondent 1 (R1) is a

pediatrician, Respondent 2 (R2) is an obstetrician, and Respondent 3 (R3) is a doctor

of internal Medicine. Moreover, Respondent 4 (R4), Respondent 5 (R5), and

Respondent 6 (R6) are full-time nurses. To be specific, Respondent 4 (R4) and

Respondent 5 (R5) are both female ward nurses, while Respondent 6 (R6) is a male

Emergency Room nurse. Additionally, Respondent 7 (R7) is a full-time female medical

technologist, Respondent 8 (R8) is a female full-time pharmacist, and Respondent 9

(R9) is a male full-time radiologic technologist.

Respondents 10 (R10) and 11 (R11) are full-time male utility workers. They are

both maintenance staff at Camp Panacan Hospital. At the time of the pandemic and at

present, they are in-charge of cleaning and disinfection activities, especially in locations

where there is a higher danger of viral transmission. Though they are not public health

workers, given the nature of their job, – that is, being exposed to the virus, – R10 and

R11 qualified for the MAT benefits.

Finally, Respondent 12 (R12) is a regular male cook at the health facility. His

eligibility for MAT was first contested, but the admin staff of Camp Panacan Hospital

testified to R12’s eligibility, positing that he met the criteria of eligibility set by the

Department of Health, such that he had rendered service between September to

November 2020, and was also exposed to the virus.

Experiences Of The Concerned Stakeholders In The Implementation of Meals,

Accommodation, and Transportation Benefits Provided Under The Bayanihan to

Recover as One Act (RA 11494)

This section is dedicated to provide an analysis of the experiences reported by the

stakeholders concerned during the implementation of meals, accommodation, and

60
transportation (MAT) benefits. For the purpose of this thesis, "experience" is defined as

the collective set of individual encounters, interactions, and observations made by the

participants in the implementation of the program. A total of seven (7) themes have

emerged. One, respondents exhibited limited familiarity concerning the MAT benefits.

Two, there was a divergence in information dissemination mechanism employed for

MAT benefits. Three, the information dissemination scheme was insufficient. Four, the

documentary requirements were easy to process and comply. Five, the administrative

operations were efficient. Six, the disbursement of the MAT Benefits was delayed.

Lastly, the disbursement of the MAT Benefits through Automated Teller Machine (ATM)

was seamless.

Respondents Exhibited Limited Familiarity Concerning The Meals,

Accommodation, and Transportation (MAT) Benefits

The data collected from the interviews conducted revealed a notable lack of

familiarity among the respondents regarding the Meals, Accommodation, and

Transportation (MAT) benefits stipulated in the Bayanihan To Recover As One Act (RA

11494). This deficiency in awareness manifested through evident hesitation, uncertainty,

and, in some instances, a necessity for clarification when participants were questioned

about their knowledge of the program. A considerable proportion of respondents

frequently sought additional context to comprehend the nature of the benefits

programmed by the government. The observed initial hesitancy and uncertainty

collectively indicated a substantial gap in awareness within the respondent pool.

“Anong MAT? SRA lang man jud akong nahibal-an.” (What is

MAT? I only know about the SRA.) - R5, Nurse.

61
 “Sorry I don’t have any idea about that program. I did receive the
allowance pero ambot, wala ko kasayod masyado ana nga programa sa
gobyerno.” (Sorry I don’t have any idea about that program. I did receive
the allowance but I don’t know much about this program of the
government.) - R2, Medical Officer III.

Though some respondents displayed a basic understanding of the MAT program,

their knowledge often lacked comprehensive details. They were aware of receiving

financial support from the government but were mostly unsure about its particularities. In

fact, when probed for specific details about the MAT benefits, the majority of the

respondents expressed a lack of information. They were unable to provide concrete

figures or schedules associated with the program, underlining the prevailing lack of

knowledge about MAT benefits. Specifically, when they were asked about how much

was the MAT allowance that they were supposed to receive, some were hesitant to

share as they were uncertain of the figures.

“Kadto is wala pd ko kabalo kung pila. Nakahinumdum ko

nakadawat ko ug 3,500 pero di ko sure kung mao ba jud dapat ang
madawat kay libog man gud. Naay 1,500, naay 3,500, naa puy–ambot,
siguro mga 9,000. Libog jud, Ma’am.” (I don’t exactly know how much. I
remember I received 3,500, but I’m not sure if that’s the exact amount
that I must receive because it was quite confusing. Some said it’s 1,500,
others said it’s 3,500, and there were even those that said it’s 9,000. It
was really confusing, Ma’am.) - R12, Cook.

Further, when asked about the date that they were supposed to receive the MAT

benefits, all of the respondents could not provide an answer. They unanimously shared

and repeated that they know little about the MAT allowance, even more so on the date of

release.

“Wala mi kabalo actually. Wala man gud nakaindicate sa memo

nga gisend sa amo GC. Nagpaabot ra jud mi sa release.” (We didn’t
actually know. It wasn’t indicated in the memo that was sent in our GC.
We just waited for the release.) - R8, Pharmacist.

62
 Additionally, when they were asked about how they learned of their eligibility for

the MAT benefits, the common answer of the respondents was that they saw their

names on the list of eligible health workers. Only respondents 3 (R3) and 6 (R6) were

able to specify why their names were on the list of eligible participants, although their

answers were still marked with evident hesitancy and uncertainty.

“Usually diba pag government employee ka, and healthcare

worker, and actively on duty during pandemic, I think mao na sila ang
qualified na matagaan sa MAT sa government.” (Usually when you are a
government employee, and a healthcare worker actively on duty during
the pandemic, –I think those were eligible for the MAT provided by the
government.) - R3, Doctor of Internal Medicine, Medical Officer III

One of the respondents, a ward nurse, from Camp Panacan Hospital admitted

that the lack of information on her part was due to her own lapse. She shared that with

the chaotic situation at the time, most of them health workers were too busy and, thus,

had no time to check if there were announcements sent to their Facebook group chat,

which is their main line of communication.

“I consider that as a lapse on me because hindi ko minsan

binabasa yung mga ano but I know na meron mga communication na
ganyan. Minsan talaga ganun– ganun ako personally may ano ako doon.
Kasi syempre busy din ako that time.” (I considered that as a lapse on my
end because I did not read the announcements sometimes, but I know
that there were really communications about it. Sometimes I’m just like
that. Also because I was busy at that time.) - R4, Nurse.

Indeed, the interviews conducted with the respondents revealed a pervasive lack

of familiarity with the MAT program, with participants displaying hesitancy, uncertainty,

and a general lack of knowledge regarding the benefits. These findings are in contrary to

the quantitative study presented by Reyes et al. (2021), which reported a prevailing

awareness among healthcare professionals about the remunerations, Special Risk

63
Allowance (SRA) and COVID-19 Active Hazard Duty Pay (AHDP), provided by the

government together with the MAT benefits similarly designed under Republic Act

11494. The observed variation in awareness levels between this study and the findings

presented by Reyes et al. underscores the multifaceted challenges associated with

effectively disseminating information on the MAT program and its associated benefits.

Following the Implementation Quality Model by Gagnon et al. (2015), community

engagement has a critical role in the successful implementation of programs. The model

posits that limited familiarity may signal a deficiency in community involvement or

insufficient efforts to engage the intended population. In this case, it is alarming that

participants do not possess the requisite awareness and understanding of the law's

provisions, as it hinders their ability to hold the government accountable for non-

compliance and neglect of legal mandates, should there be any. The data, therefore,

suggests that there is a critical need for improved communication and outreach efforts to

educate the target population about the program's benefits and operational details. The

absence of specific knowledge among potential beneficiaries could have had result in

missed opportunities to access such vital government support, thereby necessitating a

comprehensive awareness campaign for future program implementation. From this, it is

imperative to investigate what information drive scheme was implemented by the

program administrators and analyze why they were ineffective.

Divergence in Information Dissemination Mechanism Employed for MAT Benefits

The key informants of this study were asked about what information

dissemination strategy was utilized to determine how health workers were informed

about the grant of Meals, Accomodation, and Transportation (MAT) benefits. Key

informant 2 shared that the Department of Health-Davao Center for Health and

64
Development (DOH-CHD) conducted an orientation to health institutions to inform their

respective point persons about the remunerations. According to the key informant, this

orientation was essential because it discussed who were eligible for the benefits, the

amount of the allowance, including the required documents that health institutions had to

submit. More importantly, through the orientation, the Department of Health shared to

the health institutions their responsibility of informing the beneficiaries about the grant of

the MAT.

“We really conducted an orientation. So they sent a representative

from each facility and we wrote them a communication letter. They were
able to be oriented whenever there is an allowance, a new allowance
and updated guidelines we call them. Because this is our way also of
*fillers* easy compliance there and it will be easier for us to validate as
well and to limit also the number of complaints because they are informed
and they have the responsibility to orient their employees as well so we
really emphasized that during the orientation.” - KI-2, Training Specialist
III under the Training Division of Department of Health-Davao for Center
Health and Development (DOH-CHD).

The key informants from the Department of Health-Davao for Center Health and
Development (DOH-CHD) shared that in their prior experiences with government grants,
the notable issue that had arisen was the prevalence of complaints stemming from
inadequate or unclear communication of information. These issues were associated with
a lack of clarity in the details and requirements surrounding the grants. In light of this, the
key informants took a proactive stance to rectify this problem. They reported to have
made a deliberate commitment to avoid the repetition of the same mistake, emphasizing
the importance of providing comprehensive, well-defined, and easily understandable
information to ensure that future beneficiaries would not encounter the same issues of
confusion and dissatisfaction as observed in previous grant cycles. By doing so, they
aimed to enhance transparency and overall effectiveness in the administration of the
grants.

“We ensure that the facilities are well informed of who are really
included in the MAT. Because based on our experience to avoid
complaints, the facilities must be informed well on identifying who are

65
 really eligible.” - KI-1, Human Resource Management Officer of
Department of Health-Davao for Center Health and Development (DOH-
CHD)

The key informants from the Department of Health further reported that the
orientation session was conducted with remarkable efficiency and effectiveness,
ensuring that the information was clearly conveyed. Apart from the conducted
orientation, they also thoughtfully provided a set of Frequently Asked Questions (FAQs)
along with the memorandum circular to each of the designated point person. These
FAQs were intended to serve as a valuable resource, equipping the point person with a
comprehensive understanding of the MAT benefits in a holistic sense. By furnishing the
point person with this resource, the key informants aimed to empower them with the
knowledge and tools needed to respond to common queries, address beneficiary
concerns and inconsistency with information, and facilitate a smoother and more
informed experience for all individuals seeking information about the MAT benefits.

“The orientation conducted was smooth. You cannot expect that

they can absorb it right away. There were very few questions, maybe
because they are still absorbing everything. We provided FAQs for them.”
- KI-2, Training Specialist III under the Training Division of Department of
Health-Davao for Center Health and Development (DOH-CHD).

However, from the interview with Key Informant 3, the disbursement officer under

the Administration Office of Camp Panacan Hospital, a divergence arose following her

contradictory account underscoring a discrepancy in the information drive scheme

employed by the Department of Health concerning the program. According to KI-3, there

were commendable orientations conducted by the Department of Health-Davao Center

for Health and Development (DOH-CHD) regarding One-Covid Allowance (OCA) and

Health Emergency Allowances (HEA). This signifies a proactive effort by the DOH to

provide information and guidance on these specific allowances to healthcare

professionals. However, the divergence occurs when KI-3 states that there were no

similar orientations conducted for Meals, Accommodation, and Transportation (MAT)

66
Benefits. This lack of orientation for MAT benefits raises questions about the consistency

and inclusiveness of the information dissemination approach. The inference drawn is

that there might be a disparity in the efforts made by the DOH to educate healthcare

professionals about different components of the program. While certain allowances were

subject to informative orientations, MAT benefits seem to have been overlooked in this

aspect of the information drive.

“Ang naa lang orientation is tung sa OCA ug sa HEA. Wala sa

MAT” (The only orientations conducted were about OCA and HEA.There
was none about MAT) - KI-3, Disbursement Officer under the
Administration Office of Camp Panacan Hospital.

When asked about how and where did they source their information about the

program in the absence of an orientation, KI-3 shared that it was from the Administrative

Order released by the Department of Health. Whenever questions arise, they promptly

inquire to the department. KI-3 described that although there was no orientation

conducted, the Department of Health was quite responsive to them and did provide

FAQs sheet.

“Ngadto lang sa–uhh–AO nga giprovide sa DOH. Ngadto lang pud mi ga-
kuan base. Responsive man pud hinuon sila pagnaa mi mga pangutana so okay
ra sab. Kasabot sab mi nga basin busy sila ingana.” (Our only reference was the
AO provided by the DOH. They were responsive when we have questions so it’s
okay. We understand that they may have had been busy.) – KI-3, Disbursement
Officer under the Administration Office of Camp Panacan Hospital.

From the accounts collected, it can be determined that the DOH-CHD, as

facilitators, displayed a proactive approach, learned from past experiences, and provided

valuable resources to enhance the implementation of MAT benefits. These facilitator

characteristics align with the principles outlined in the Implementation Quality Model by

Gagnon et al. (2015). However, the contradictory account provided by KI-3 highlights a

67
discrepancy and raises questions about the consistency of facilitator characteristics

across different health institutions and departments. This divergence on the data

underscores the gaps in knowledge and awareness among health workers regarding the

MAT benefits. It answers the question as to why health workers have limited familiarity

with the program, and may have had posed challenges to the program's equitable

implementation. This overall highlights the need to investigate the underlying reasons for

these disparities to ensure uniformity in information dissemination.

The Information Dissemination Scheme Was Insufficient

The respondents were queried regarding the methods employed by the program

facilitators to apprise them of the MAT benefits. All health workers unanimously

disclosed that they had no prior awareness of the program and became informed solely

through a memorandum circular sent to their Facebook group chat by their facility’s

admin officer. It appears that one of the approaches of the Department of Health, using

memorandum circulars for disseminating information to healthcare institutions, was the

driving force behind this. All of respondents identified this mechanism as their source of

information regarding the MAT benefits provided by the government.

“When it comes sa mga ani, gina pasa niya through GC, if not
naay memo. Si Ma’am lang man jud ang ginapadala, tapos gina
disseminate lang niya through GC or memo.” (When it comes to matters
like this, she just informed us through group chats, if not, there was a
memo provided. Only Ma’am Tina was sent out, then she disseminated
the information through group chats or memo) - R1, Emergency Room
Nurse.

The respondents were also asked whether they had received any form of

orientation to acquaint them with the MAT benefits, and if so, who had conducted these

68
sessions. The responses were unanimous and indicated a distinct pattern. Without

exception, all respondents reported that they had not received any orientations or

briefings from the administration of their institution concerning the MAT benefits. This

finding was consistent across the entire sample of respondents, revealing a shared

experience of a lack of formal orientation. The unanimous absence of orientations or

briefings regarding MAT benefits provided an explanation as to why majority of the

respondents only had limited familiarity with the program, which can be traced back to

the absence of orientation provided by the Department of Health to the administration

office of the instituton as claimed by the latter.

“Walang orientation na nangyari. Iniform lang kami na meron

(program).” (There was no oriention provided. We were just informed that
there is a grant.) - R2, Obstetrician, Medical Officer III.

“Wala kami sa ano talaga yung parang briefing. Kaya gani wala
kami masyadong alam about dun sa ano sa MAT. ” (We weren’t provided
a briefing about it. Precisely why we don’t have much clue about MAT. ) -
R4, Ward Nurse.

The data collected, thus, points to the knowledge gap among the beneficiaries.

Due to the lack of a proper program orientation and because a memorandum circular

operates as a unidirectional communication model, the beneficiaries were not afforded

the opportunity to engage in a two-way dialogue. This underscores the fact of the matter

that they were unable to pose questions or seek clarifications regarding the benefits

outlined in the circular. Consequently, this lack of interactive communication deprived

healthcare workers of the chance to acquire a deeper understanding of the details

pertaining to the remunerations they were entitled to receive. Without structured

information sessions, the health workers, therefore, lacked essential information about

the MAT benefits, leading to inaccuracies and dissatisfaction. This suggess that the

program design was inadequate in terms of information delivery. From this, it can be

69
inferred that effective program design should include mechanisms to prevent knowledge

gaps and provide clear, concise information to beneficiaries.

According to the model devised by Gagnon et al. (2015), effective program

implementation necessitates community engagement and knowledge, which, in this

case, lacked. The findings, therefore, reinforces the need for healthcare facilities and

relevant authorities to enhance their communication and transparency in delivering

information about government programs. As Paterno et al. (2006) discussed in their

study, clear and concise communication is essential to ensure that beneficiaries are

aware of their entitlements and responsibilities. This points to the significance of proper

training and resources for facilitators, in this case– the Department of Health and Camp

Panacan Hospital’s admin personnel, to ensure accurate and consistent information

dissemination. Healthcare facilities and relevant authorities must enhance their

communication and transparency in delivering information about government programs,

in this context the MAT benefits. The importance of organizational readiness and

capacity to ensure effective communication, transparency, and accountability cannot be

more overstated.

Documentary Requirements Were Easy To Process and Comply

After addressing the sources of information, it is essential to shift the focus to the

technical aspects, specifically the documentary prerequisites that health facilities had to

fulfill to receive the remunerations. When participants were queried about their

experiences in processing the documents required for the disbursement of the benefits,

there was a unanimous agreement among all stakeholders that the process was

straightforward and did not present any difficulties. This positive response was

consistent across both facilitators and beneficiaries.

According to the key informants from the Department of Health-Davao Center for

70
Health and Development (DOH-CHD), the documentary requirements did not pose any

burden onto them compared to other COVID-19 allowances provided by the government

as they only had to require a memorandum of agreement and a masterlist of eligible

health workers from each facility in Davao City. The MOA, as per KI-2, serves as a

necessary intermediary step before funds are downloaded to the facility. The

requirement for a signed MOA was emphasized, suggesting a strict adherence to this

procedure. The key informant further supplied that these documentary requirements of

MAT benefits were easier to process compared to other allowances that involve more

detailed documentation, such as specifying the number of days and hours rendered.

This provided a context on the relative complexity of different allowance processes and

suggests that the benefit associated with MAT involves a more straightforward

documentation process.

“We have a MOA and to those with the hospitals the same also,
we have a MOA. We cannot directly transfer it easily to a facility so we
enter it through a MOA and then we strictly ensure that there is a signed
MOA before the funds to be downloaded to them because it’s coable as
well. So, that’s the major requirement of the said benefit, alongside um a
masterlist of our eligible health worker personnel–health workers. Actually
MAT was easier compared to other allowances that requires *fillers* the
number of days, number of the hours rendered.” - KI-2, Training
Specialist III at Department of Health-Davao Center for Health and
Development (DOH-CHD)

The key informant from the public health facility, Camp Panacan Hospital, also

shared a similar report. According to KI-3, their office did not find it hard to comply with

the necessitated documents, which they were very thankful for.

“Okay ra man pud siya, smooth sailing man pud, wala man mi nagka
aberya, which is really good noh. May gani ba nga gisayon ra nila ang
requirements para dili sab mi maglisud.” (It was generally okay and
smooth sailing. We encountered no hurdle, which was really good. They
really made the requirements untaxing so that it would not be
burdensome on our end.) - KI-3, Disbursing Officer

71
 In a similar vein, the respondents from Camp Panacan Hospital reported that
they, too, were not burdened with the requirements. In fact, when they were asked what
documents they complied, all but one mentioned that they submitted a document to their
administrative staff. Majority of them supplied that nothing was asked from them and all
they had to do was wait for the release of their remuneration, which, according to them,
was very convenient.

“As long as you are employed at that time. Wala naman hiningi
kasi automatically na file na ng admin kung kanusa mi nag start.” (as long
as you were employed at that time. We were not asked to submit
anything because the admin automatically filed it when we started.) - R6,
Emergency Room nurse

“It’s very convenient for me kase I won’t be bothered to process

things, especially during the pandemic, to go to the office to submit
anything.” - R1, Pediatrician

Only one respondent shared that she was asked to submit a couple of
documents and information, which, as per her statement, were not really taxing at all.

“Okay raman sakoa, kay di man pud sya ana kadaghan na papers
ang gipangayo, basta akong naremember is, phone number, position
tapos saving’s account number, plus katong paper namo na nag matuod
na under jud mi sa government, og under jud mi sa Camp panacan
hospital.” (It was okay with me, because they didn't ask for a lot of
documents. From what I can remember all they asked was a phone
number, position and then saving's account number, plus the paper that
proves that we were working under the government, and we were
working at Camp Panacan hospital.) - R3, Medical Officer

From this, it can be inferred that the program and its guidelines was effectively

designed to be straighforward and convenient. Instead of burdening the healthcare

personnel with the complex and time-consuming paperwork associated with the benefit

distribution, the administrative requisites were simplified. Once these minimal

requirements were met, the health workers were only required to provide their

signatures. This approach not only saved the health workers valuable time and effort but

72
so as the people facilitating the implementation.

This finding aligns with the Implementation Quality Model by Gagnon et al.

(2015) concerning the effect of program characteristics. According to the IQM

framework, factors such as clarity of guidelines, ease of use, and overall simplicity of the

program are key contributors to successful implementation. In this case, the absence of

challenges in meeting and processing the documentary requirements for all stakeholders

involved signifies that the program was not complicated, with the guidelines and

instructions clear and easy to follow, enabling easy adherence and processing for both

beneficiaries and implementers. However, while the program may have commendable

characteristics according to the IQM framework, the delays in granting the MAT benefits

highlight a potential area for improvement and necessitate further investigation.

Efficient Administrative Operations

Following the prior discussion regarding the necessary documentation, a more

comprehensive examination of how these benefits were processed will lead to a more in-

depth understanding of the government's implementation. The initial step in this process,

identified by researchers as the "Administrative Operation" phase, encompasses

activities conducted within the healthcare institution where the healthcare professionals

are stationed. Within this phase, the healthcare workers' names are documented, and

any required paperwork is collected by the human resources department. Once all

necessary documentation is gathered, the institution forwards the processed data to the

Department of Health's Regional Office for review and assessment. Subsequently, the

Department scrutinizes the submitted documents for any discrepancies or irregularities.

Following this review, a memorandum is prepared to specify the amount of funds to be

released, and ultimately, the compensation for healthcare workers is scheduled for

73
disbursement once the necessary authorities endorse the vouchers, which can be done

through bank transfers or in cash.

Diagram 1. Remuneration process according to the key informant

It's important to mention that the process depicted in Diagram 1 is generally

applicable to both public and private hospitals. The key informant pointed out that

accessing and understanding the Meals, Accommodation, and Transportation benefits

(MAT) was notably simpler compared to the Special Risk Allowance (SRA) and National

Health Workers' Day Package (NAHDP). This simplicity and transparency of MAT were

mainly attributed to its structure as a one-time grant of 3,500 pesos, regardless of the

number of days a healthcare worker had worked. This straightforward approach

removed the complexities associated with calculating varying amounts based on the

duration of service. In the key informant's own words:

“It was easier compared to SRA. It was easier because it's just a
one time grant of 3,500 pesos regardless of the number of days you
rendered. It's easier because we have previous experience with SRA
and it's much simpler that's why for us when the MAT came and these
revised guidelines came. It's easier and - we were able to disburse before
the end of the year. We were one of the regional offices that were able to
100% disburse it maybe because of the experience we had with SRA.” -
KI-2, Training Specialist III under the Training Division of Department of
Health-Davao for Center Health and Development (DOH-CHD).

The key informant underscored the advantage of having previous experience

with the Special Risk Allowance (SRA), which had prepared them for a smoother

74
transition to the Meals, Accommodation, and Transportation (MAT) benefits program.

The revised guidelines for MAT were considered to be more straightforward and less

burdensome, making the process easier for them and for the healthcare workers. This

contrast highlights the significance of clear and consistent guidelines in benefit

programs, ultimately simplifying administrative procedures and ensuring that healthcare

workers receive the support they deserve efficiently.

Subsequently, it became evident that the response from the disbursing officer

from Camp Panacan Hospital closely mirrored the information provided by the key

informant at the Department of Health (DOH). In other words, the details shared by the

DOH’s key informant appeared to align with or correspond to the information presented

by the disbursing officer.

“Dili man okay lang man ang program. So far wala man okay man
siya, smooth sailing man. Wala pod ko kaingon na maglisod ko. Di man
talaga ako nahirapan sa MAT actually mas nahirapan ako sa HEA.” (Well
the program it’s okay, so far it was somehow okay and it was smooth
sailing. Also, I can’t say that I’m having difficulty. I didn’t experience any
difficulty in MAT, actually it was way more difficult in HEA.) - KI-3,
Disbursing Officer

The statement provided by KI-3 is notable in that it conveys a remarkably positive

perspective regarding the implementation of the program. According to the officer, no

challenges or difficulties were encountered during the execution of their responsibilities.

The key informant goes on to describe and characterize their experience as smooth

sailing. Such feedback holds significance as it implies that the operational procedures for

benefit distribution were well-coordinated, streamlined, and effective. This reflects the

principle of clarity forwarded by Mihalic, Irwin, Elliott, Fagan, & Hansen (2004) as cited

by Gagnon et al (2015) in their Implementation Quality Model. According to this

framework, implementing programs is more straightforward and less prone to low-quality

75
execution when the processes and outcomes are clearly defined. The clarity in the

procedures and anticipated results contributes to a smoother implementation, reducing

the likelihood of errors or suboptimal outcomes. This assertion emphasizes the

importance of clear program structures in ensuring effective and high-quality

implementation. Essentially, a well-defined roadmap for program activities and a clear

understanding of expected results enhance the overall success and impact of the

initiative.

In this case, the absence of challenges as provided by the key informants

underscores the program's success and the efficiency with which it was executed. The

principle advocated by the model is reflected with the program’s well-managed system

that not only ensures health workers promptly receive their benefits but also reduces

administrative obstacles, contributing to the overall satisfaction and well-being of every

stakeholder involved.

Delayed Disbursement of The MAT Benefits

As we conduct a more in-depth analysis of the beneficiaries' accounts and their

experiences pertaining to the reception of Meals, Accommodation, and Transportation

(MAT) benefits, a salient point of concern has surfaced. That is, the delay in the

disbursement of the remuneration. This signifies that, despite the ease of access, there

were operational or logistical hurdles that led to a waiting period for beneficiaries. This

underscores the importance of not only having a smooth disbursement process but also

ensuring a timely delivery of benefits. Thus, this aspect of the MAT benefit distribution

process warrants attention and investigation in order to identify which areas ought to be

improved to streamline and expedite the delivery, ultimately enhancing the program's

effectiveness in supporting healthcare workers.

76
 First, key informant 2 from the Department of Health-Davao Center for Health

and Development (DOH-CHD) was asked about their experience on the processing of

the MAT benefits if there were delays or any challenges encountered upon the

disbursement of the benefits. The key informant shared that the implementation of the

program encountered significant challenges primarily due to delays in the release of

guidelines and funding. These crucial resources were made available late in the year,

specifically around December, leaving the implementation team with an extremely

limited timeframe of only two days. This timeframe was especially problematic as it

coincided with the end of the year, raising concerns about the funds potentially lapsing.

The tight schedule posed considerable difficulties in the disbursement process,

compounded by unclear eligibility criteria outlined in the initial guidelines. The lack of

clarity regarding who was eligible added complexity to an already challenging situation.

Furthermore, the team faced a hindrance in their efforts due to the lack of orientation

provided by the central office.

Key informant 2 further went on to narrate how the difficulties were compounded

by the urgency of the situation, with only a few days remaining in the year. The pressure

to disburse funds and adhere to unclear guidelines created a challenging environment

for the implementation team. However, according to KI-2, despite the challenges, the

team worked diligently to navigate the situation. Fortunately, the second issuance of

guidelines brought clarity to the eligibility criteria and procedural details. The subsequent

guidelines were more explicit, providing a clearer roadmap for implementation. This

improved clarity alleviated some of the challenges faced during the initial phase of the

program. Put simply, the data suggests that the cause of the delay, on the part of the

DOH-CHD at least, is due to the delayed availability of guidelines and funds, coupled

77
with a constrained timeline, as they primarily and significantly impeded the timely and

effective implementation of the program.

“It was difficult and there was delay because the guidelines and
the money are downloaded late, around December and we only have 2
days for it. And that is almost at the end of the year and the money will
lapse. It was really difficult for us to disburse during the time and
guidelines are not so clear who really are eligible. We were not oriented
properly as well by the central office by that time, because the time is
limited. It's almost the end of the year like we had in a few days.
Thankfully, the guidelines was clear the second time it was issued.” - KI -
2, Training Specialist III at the Department of Health-Davao Center for
Health and Development (DOH-CHD)

In light the Implementation Quality Model developed by Gagnon et al. (2015),

which underscores the significance of technical assistance in program implementation,

the observed delay aligns with the framework's emphasis on the availability of resources

to program stakeholders. According to Durlak and DuPre (2008) as referenced in IQM,

the presence of technical support plays a pivotal role in shaping the execution of a

program and is an integral factor for its success. This encompasses ensuring that

program stakeholders have access to essential resources, whether they be logistical or

financial in nature. In this case, it was clearly provided that the Department of Health-

Davao Center for Health and Development did not have the resources needed for the

implementation until the last minute. This led to the delay in the disbursement of the

MAT. It was commendable, indeed, that the department managed to deliver the program

given the circumstances, exhibiting competence and commitment to the success of the

implementation.

Meanwhile, on a different account, key informant 3 from the Administration Office

of Camp Panacan Hospital shared another crucial point in the case of the matter, that is,

concerning the delay in the distribution of the Meals, Accommodation, and

Transportation (MAT) benefits. According to Key Informant 3, the delay in MAT

78
distribution was a result of an an oversight within their office, – an unintentional omission

on their part. In particular, it was revealed that the facility’s administration office had

failed to promptly acknowledge an email communication issued by the Department of

Health. This email contained vital instructions and administrative protocols necessary for

the effective implementation of the MAT program. Unfortunately, due to a lack of timely

attention and a failure to recognize the significance of this correspondence, the hospital's

administrative operations encountered a delay in compliance.

“Ay actually murag delayed mi sa MAT ug request mao siguro.

Kay diba 2022 na gud namo siya na disbure. So na late jud siguro mi ani
ug pasa ug na inform. Basta late kami nun na nag submit, siguro laps
lang gyud to sa among part. Na wala namo nakita. Atsaka isa lang ang
email namin tas ang maka access lang din ang admin,. So syempre
madami din di namin matutukan.” (Actually, I think we were late in
requesting the MAT benefit, that’s why it was delayed. Since we
disbursed it on 2022 right. So we were late in passing and informing. I
guess that it was lapses on our part that we didn’t see it. Aside from that,
we only have one email and only the admin has access to it, so there are
a lot of things that we were not informed).- KI-3, Disbursing Officer

From the informants’ account, it was highlighted that an administrative oversight

and its consequences took place. This means that the disbursement of the MAT benefits

undergone two waves of delay, one caused by the late availability of resources on the

part of the DOH-CHD, followed by an oversight on the part of the administration office of

the public health facility, which resulted in a delay in the hospital's ability to effectively

implement the program, and which had negatively affected the beneficiaries.

This was confirmed when respondents were queried regarding their encounters

with the process of obtaining Meals, Accommodation, and Transportation (MAT)

benefits, as well as the difficulties they faced upon receipt. Respondents reported that

their experience in receiving MAT benefits was generally satisfactory; however, there

79
was a notable delay in the disbursement of these benefits. Although the recipients

acknowledged that the administrators eventually distributed the benefits, they were

disbursed later than the anticipated time frame. Some respondents had to wait for

several months, while others waited for a period of up to a year. Though these reports

were given with noted hesitancy and uncertainty. Majority of the respondents also

mentioned that although the disbursement was delayed, they did not mind it primarily

because they had not much idea about the benefits in the first place.

“Okay po naman sila yun lang medyo matagal lang, but

nadedeliver naman nila yung dapat na ideliver. (it was okay but a bit slow.
They were still able to deliver what needs to be delivered.)” R2, OB
Gynecologist.

“A year ba yon, a year, I’m not sure, i’m not sure. Kase, because before
na ano, na announce sa gc na merong MAT. I have no idea, so I did not
wait actually.” (I think a year, I’m not sure because before the MAT was
given, it was announced in our groupchat. I had no idea, so I did not
actually wait.)

Additionally, certain individuals mentioned the need to follow up regularly to

obtain updates on the status of their benefits. This suggests a lack of transparency or

communication in the process. The need for frequent follow-ups may indicate a

breakdown in the flow of information between administrators and recipients, potentially

causing frustration and inconvenience for some, if not most, of those awaiting their

benefits.

“Okay ra man. need lang jud I follow up from time to time sa mga
benefits, kay if not mas madugay.” (It was okay, you just needed to follow
up on the benefits from time to time or else it would take much longer)” -
R6, Emergency Room Nurse.

These findings are partly similar to the phenomenological study of Cabaguing et

al. (2022), wherein they, too, exposed the delay in the disbursement of other COVID-19

80
allowances programmed to Filipino health workers by the Philippine government, with a

specific focus on the Special Risk Allowance (SRA) and COVID-19 Active Hazard Duty

Pay. Both studies illuminate a common challenge faced by health workers: the untimely

release of crucial allowances meant to support them during the ongoing pandemic. The

difference, however, lies in the effect of the delay to the beneficiaries.

In the study of Cabaguing et al. (2022), the delay in disbursing the Special Risk

Allowance and Hazard Duty Pay was taken as a reflection of the government’s lack of

support to healthcare workers. It was treated as a big factor as to why healthcare

workers struggled in their battle towards the pandemic because it added to their

stresses, which already included physical, emotional, psychological, and organizational

challenges. Meanwhile, the findings of this study revealed the lack of concern of the

respondents in the delay of the disbursement of the MAT benefits. This is primarily

because they have little to no idea of the program, thus, majority of them did not wait.

Both studies align in highlighting a persistent issue: delayed disbursement of

crucial COVID-19 allowances in the Philippines. This commonality indicates a systemic

problem rather than isolated incidents. Urgently addressing and rectifying these delays is

crucial. The consistent identification of delays in both studies emphasizes the need for a

comprehensive and timely solution, advocating for systemic changes in administrative

processes to ensure timely support for health workers.

Disbursement of The MAT Benefits Through Automated Teller Machine (ATM) Was

Seamless

Another crucial level of government implementation that warrants thorough

examination is the process through which health workers receive their grant. The

81
experiences shared by the respondents shed light on this aspect. Majority of health

workers reported receiving their Meals, Accommodation, and Transportation (MAT)

benefits through automated teller machines (ATMs), a digital and convenient method. In

contrast, utility health workers received their grants in cash. This discrepancy in the

disbursement methods is noteworthy and may have implications for the efficiency and

convenience of the grant distribution. Nevertheless, it remains important to consider the

diverse experiences of other respondents, as they provide valuable insights into the

various ways in which these benefits are delivered and whether any disparities in the

process need to be addressed. By examining these different experiences, a more

comprehensive understanding of the MAT grant distribution system was achieved.

To start with, the key informants were first interviewed to provide insights into

their experiences with the disbursement of Meals, Accommodation, and Transportation

(MAT) benefits. Notably, key informants from the Department of Health-Davao Center for

Health and Development (DOH-CHD) shared their perspective on the process.

According to their accounts, the Department of Health (DOH) faced certain challenges,

which will be discussed in the later themes, when processing the MAT benefits.

However, despite these initial difficulties, the DOH demonstrated commendable

resilience and efficiency by successfully disbursing the MAT benefits. What's particularly

noteworthy is the swift turnaround time, as they managed to complete the entire process

just within two days. This achievement reflects the resourcefulness of the DOH-CHD

team in ensuring that eligible recipients could access their MAT benefits promptly, even

in the face of initial challenges encountered in the process. This efficient response is a

testament to their commitment to providing essential support to healthcare workers.

“We were able to process everything in 2 days, so you have to be

fast and all of the staff here are really working hard to secure the

82
 smoothness of the lines to ensure the signings, and also our cashiers
have a stand-by car to go directly to Landbank in order to quickly process
the cheque” - KI-2, Training Specialist III at the Department of Health-
Davao Center for Health and Development (DOH-CHD)

Moreover, Key informant 3 (KI-3), who represents the Administration Office of

Camp Panacan Hospital, provided valuable insights into the distribution process of

Meals, Accommodation, and Transportation (MAT) benefits. KI-3 revealed that the

distribution of these benefits was remarkably swift and efficient. The MAT benefits were

disbursed to the eligible beneficiaries as soon as the funds were released by the

Department of Health (DOH). This prompt disbursement reflects a highly streamlined

and responsive procedure in place at Camp Panacan Hospital, ensuring that the

healthcare workers received their entitled benefits without any unnecessary and further

delays.

“Dali lang, kung kanusa siya gibaba na month, didto pud namo
siya gi disburse. Natahag dayun, paspas siya actually.” (It was fast, the
month that it had been released was also the time that we disbursed it. It
was released immediately. It was actually quite fast.) - KI-3, Disbursing
Officer

This was confirmed when respondents were queried about their personal

experiences in receiving the Meals, Accommodation, and Transportation (MAT) benefits.

The primary objective was to discern whether the receipt of these benefits was a

straightforward process or if they had encountered any challenges along the way.

Interestingly, the respondents collectively conveyed similar experiences regarding the

manner in which they received their MAT benefits. They consistently described the

process of receiving the remnuration as remarkably straightforward, as it involved a

direct transfer to the recipients' ATM accounts. According to the respondents, this

method ensured a hassle-free acquisition of the benefits, eliminating any potential

83
challenges associated with manual disbursement or additional administrative steps. The

decision to channel the benefits directly to ATMs was identified as a positive factor in

this context.

“Wala man kalisod, kasi dretso na siya sa atm, walang ng difficulty

acquiring it.I think its a good thing na diniretso nila sa atm.” (There was no
difficulty because it was directly transferred to our ATM. There was no
difficulty in acquiring it. I think it was a good thing that they directed it to
the ATM) - R2, Medical Officer.

These findings are contrary to those of Daza et al. (2022), wherein they reported

in their qualitative study the difficulties the beneficiaries faced in receiving their COVID-

19 allowances. According to the latter, the disbursement process was difficult for the

health workers because the disbursement was through cash, thus, they had to stand in

line if they wanted to receive the benefits provided for them, which was exacerbated by

the long lines they had to endure. In fact, one respondent in the study expressed

frustration that they sometimes had to take turns with their colleagues to get their

remunerations since the release of the said benefits would sometimes fall under the time

of their duty.

Meanwhile, in the present study, health workers' firsthand experiences in

receiving their entitled benefits underscored the convenience and efficiency in the

disbursement process. What stood out as a key facilitator of their seamless receipt was

the utilization of Automated Teller Machines (ATMs) for benefit disbursement, in contrast

to the employment of a cash disbursement method. This approach ensured that all

eligible health workers were able to access their benefits efficiently and without

significant hurdles. The fact that every respondent had a similar positive experience

attests to the overall effectiveness of the ATM-based benefit distribution system. The

only reported issue during the benefit reception phase was the delay in the disbursement

84
of the remuneration, as tackled in the preceding discussion.

Challenges Encountered By The Stakeholders Concerning The Implementation of

Meals, Accommodation, and Transportation (MAT) benefits under the Bayanihan

To Recover As One Act (RA 11494)

This section discusses the challenges faced by the concerned stakeholders in the

implementation of Meals, Accommodation, and Transportation (MAT) benefits under the

Bayanihan To Recover As One Act (RA 11494). To ensure a clear understanding, the

term "challenges" is defined as the obstacles or difficulties encountered by beneficiaries

that impede the successful realization of MAT benefits. These challenges may include

both systemic issues within the program's framework and individual hurdles faced by

beneficiaries. In the context of this study, challenges encompass a broad spectrum of

issues that hinder the effective implementation of MAT benefits, affecting stakeholders

such as healthcare workers and implementers. Two themes have emerged. One, the

respondents experienced difficulty in accessing information about the program. Two, the

implementers experienced time-consuming and time constraint implementation

circumstance, which caused considerable pressure and heightened stress.

Challenge Encountered By The Respondents: Difficulty in Accessing Information

About The Program

As previously discussed in the preceeding themes, all of the respondents had

limited familiarity with the MAT benefits and its operational details. In order to

understand the issue of the matter, it is important to establish whether or not the

respondents showed interest and effort in the first place in learning about the

85
remuneration designed to them by the Philippine government. Otherwise, the cause of

their limited knowledge on the program would be primarily attributed to them.

To start with, the respondents were queried about their level of access to

information about the meals, accommodation, and transportation (MAT) benefits.

According to them, the source of information provided to them was the memo alone,

which they described to be inadequate and unclear. This indicates that the community,

representing the program's intended audience, has specific information requirements

that were not adequately addressed. This, as per their reports, prompted them to take

matters onto their own hand. Majority of the respondents shared that because the memo

was insufficient and lacked comprehensive information, they tried to seek additional

details to gain a better understanding of the program's intricacies and ensure that they

had a comprehensive grasp of the subject matter. This proactive approach indicates a

commitment to acquiring knowledge and resolving any existing informational gaps on the

part of the health workers. However, according to the respondents, though they tried,

they could not find any information about the program.

“Akong maingon is kulang ra ang information sa memo, di kaayo

klaro ang mga naka butang sa memo so mao gusto nako to–gusto nako
mangita online para masabtan namo, pero lisod man pud, di mi kabalo
aha pangitaon. Actually di gyud siya ma-ano–makita.” (All I can say was
that the memo lacked clarity and information about the benefit, that was
why I tried searching online to help us understand but it was difficult as it
was hard to find, actually, you can’t really find it) - R8, Pharmacist.

“Kay nag research man gud ko regarding sa guidelines dili man

gud siya dali makita sa online.” (I did try to research about the guidelines
but the details were hard to find) - R9, Radiotec Technology.

From the reports of the respondents, the challenge in obtaining information

became evident. It was clear that the health workers from Camp Panacan Hospital

expressed a desire to gain a more comprehensive understanding of the benefits, but

86
they encountered significant difficulties when attempting to locate further information

online. The community's understanding and engagement with the program were

hindered by the insufficiency of the memo and the difficulty of accessing information.

The data, therefore, highlights a crucial issue in the availability and accessibility of

information, as it suggests that the resources or communication channels at the time di

not effectively cater to the needs of the intended audience. Further, the difficulty in

locating information online acts as a barrier, hindering the community's engagement with

the program and, consequently, its success.

According to the Implementation Quality Model by Gagnon et al. (2015),

participant responsiveness acts as a critical factor shaping the trajectory of a program

within a community. If participants exhibit enthusiasm, interest, and a perception of the

program's relevance, it is more likely to be implemented effectively. Conversely, a lack of

participant enthusiasm may hinder the proper execution of the intervention. In this case,

the beneficiaries of the program were pretty much interested and enthusiastic about the

remuneration. Following the framework, the implementation of MAT benefits should

proceed smoothly and successfully. However, the fact of the matter is that despite the

interest and enthusiasm of the respondents, they had little access to program

information. From this, one might instantly point the blame to the facilitators of the

program. However, in compliance with IQM, this may be traced not to the facilitators, –

rather to the organizational characteristics.

According to Fredericksen and London (2000) as referenced by Gagnon et al.

(2015) in their model, an organization's capability sets the stage for successful program

execution. The identified factors within organizational capacity—communication,

community engagement, and competence—serve as critical determinants of the

program's outcome. To enhance program implementation, organizations should not only

focus on program content but also invest in strengthening their overall capacity. This

87
involves fostering clear communication channels, building community partnerships, and

ensuring that the organization possesses the necessary skills and competencies (Riley,

Taylor, & Elliott, 2003). In this case, the findings of the study suggests that the

Department of Health had shortcomings in organizational competence, notably in

fostering clear communication channels and building community partnerships.

Challenges Encountered By The Implementers: Time-consuming and Time

Constraint Implementation Circumstance Caused Considerable Pressure and

Heightened Stress

In a similar vein, it is undeniable that challenges were encountered even by the

implementers during the execution of the program. This statement acknowledges the

presence of difficulties and obstacles faced by the team of facilitators responsible for

putting the plan into action. It underscores the point that challenges and setbacks are a

common part of any implementation process, and it emphasizes the importance of

recognizing and addressing these challenges as they arise. In the course of interviews

conducted with key informants from the Department of Health-Davao Center for Health

and Development (DOH-CHD), it became strikingly evident that the department grappled

with significant challenges in the execution of the Meals, Accommodation, and

Transportation (MAT) benefits. These challenges, when analyzed, revealed the

multifaceted nature of challenges inherent in the healthcare sector, particularly in terms

of managing public health initiatives with fiscal constraints and time sensitivity.

When the key informants were queried concerning the difficulties they

encountered in the implementation of the MAT benefits, three matters of concern were

identified: time constraint, pressure, and stress accompanied the implementation

process. According to key informant 1, their department, the DOH-CHD, faced the

daunting task of disbursing the MAT benefits within a restricted time frame, primarily

88
driven by the fiscal year-end deadline. The urgency to allocate and distribute funds

within this temporal constraint was paramount, adding an intrinsic element of pressure to

the entire process.

"It’s really a pressure on our part to disburse everything before the

year ends because the funds will really lapse, so with the support of the
management and, of course, the staff are competent and able to perform
the task and also able to disburse. Of course, the pressure is there, the
stress level is high, and we admit that we also received complaints, but
we answer it point by point based on the guidelines." - KI-1, Human
Resource Management Officer at the Department of Health-Davao Center
for Health and Development (DOH-CHD)

Indeed, there was a need for rapid decision-making and swift implementation on

the part of the facilitators. According to the accounts provided by the key informants,

they, in the DOH-CHD, were frequently confronted with the necessity to make quick

decisions and execute program actions promptly. The informant highlighted the

demanding circumstances in which they had to operate, such as being allotted only a

mere 2 days to complete an orientation aimed at ensuring everyone's compliance.

Furthermore, the timing was less than ideal, as the implementation coincided with the

holiday season, robbing the staff of the opportunity to enjoy Christmas and New Year's

Eve with their loved ones. This account sheds light on the stressors and tight timeframes

under which the implementation took place, illustrating how these factors can impact

both the morale and work-life balance of the dedicated personnel involved. It serves as a

valuable reminder of the challenges that can arise during complex implementations and

the need to consider these aspects when planning such programs.

"We are really pressured, there are numerous moments that

you’re only given 2 days, and that’s where all of the personnel are up until
12 midnight, and if they said 2 days are in need, then it must be finished
quickly. The orientation and scheme must be quickly finished so that
everyone will be able to comply, so we really cannot enjoy those
Christmas and New Year without being stressed about these things." - KI-

89
 1, Human Resource Management Officer at Department of Health-Davao
Center for Health and Development (DOH-CHD)

Additionally, managing the stress and pressure associated with the disbursement

of funds emerged as a crucial challenge. Key informant 2 shared that the high stakes

and time-sensitive nature of the MAT program brought about heightened stress levels

among the personnel at DOH-CHD. The need to simultaneously meet the fiscal deadline

and address any complaints or issues arising from the program put a considerable

burden on them. While the staff demonstrated competence and capability in executing

their tasks and managing disbursements effectively, they operated under considerable

pressure.

“The challenges of course is number one, the time pressure,

because you really have to disburse it and the facilities sometimes are
having delays in complying in the requirements, especially the MOA, that
was really difficult and challenging. In Identifying if they are really eligible
or not, because during the giving of the list, it’s a lot. Then there are
position we have to check especially those we have to crash out the ones
who were not eligible, we have to make a call to verify.” - KI-2, Training
Specialist III under the Training Division of Department of Health-Davao
for Center Health and Development (DOH-CHD).

The urgency to expedite the distribution, coupled with the need to ensure every

aspect complies with regulations, created a demanding work environment. Furthermore,

the facilities responsible for fulfilling the requirements, notably the Memoranda of

Agreement (MOA), occasionally encountered delays in meeting these criteria. This

highlights a considerable source of frustration and difficulty in the process, as the MOA

plays a pivotal role in securing eligibility for the program. The informant also noted the

complexity of identifying eligible recipients, particularly when managing extensive lists.

The sheer volume of individuals involved intensifies the challenge of ensuring that each

person is really eligible. This necessitates a thorough and meticulous assessment,

including verifying their positions and confirming eligibility, a task that often requires

90
making contact and communicating with the individuals in question. This intricate

process adds an extra layer of difficulty to the implementation, emphasizing the need for

rigorous attention to detail, effective communication, and a commitment to the integrity of

the program.

As the key informants highlighted the time-consuming nature of the

implementation process, – they specifically shared their experiences when their team

had to face the daunting task of reviewing a substantial number of employees in the City

Health Office (CHO), numbering at around 6,000. According to them, what made this

situation particularly challenging was that it was not limited to Davao City alone; other

local government units were also in the pipeline for review. The key informant noted the

difficulty in this process, as some admin officers from health facilities, despite being well

aware of the guidelines and eligibility criteria, would attempt to include names in the

program even when these individuals did not meet the requirements. This behavior

created a challenging and time-consuming scenario for the team, as they had to

carefully scrutinize each case and ensure that only eligible individuals received the

benefits. The key informant's insights emphasize the practical complexities and the

importance of thorough eligibility verification in large-scale implementations, which can

indeed be time-consuming but are essential to maintaining fairness and program

integrity.

“It was time consuming actually. Imagine in Davao city we have to

review 6000 employees in CHO, other local government units are not yet
included. That's the hard part because sometimes they really put, even if
they already know the guidelines, if possible they force, just to be
included. That's the challenging part because they sometimes knew
already that they are not eligible, they still include themselves. It's time
consuming at our end.” - KI-1, Human Resource Management Officer of
Department of Health-Davao for Center Health and Development (DOH-
CHD).

The challenges encountered by the Department of Health-Davao Center for

91
Health and Development (DOH-CHD) in implementing the Meals, Accommodation, and

Transportation (MAT) benefits program offer a nuanced perspective on the complexities

inherent in executing government initiatives. The urgency associated with meeting

deadlines, the stress stemming from high stakes, and the meticulous compliance

required underscore the dynamic nature of managing such programs. Government

initiatives should, therefore, prioritize strategic planning to navigate tight deadlines and

complex regulatory landscapes. Efficient communication, both within the team and with

external stakeholders, is crucial to address compliance issues and streamline

processes. The commitment to upholding program standards and maintaining integrity,

as demonstrated by DOH-CHD personnel, should serve as a guiding principle for future

initiatives, ensuring that the human-centric aspect of healthcare delivery is not

overshadowed by administrative complexities.

Coping Mechanisms Of The Concerned Stakeholders In The Implementation Of

The Meals, Accommodation, and Transportation (MAT) benefits under the
Bayanihan To Recover As One Act (RA 11494)

This section discusses the coping mechanisms of the stakeholders involved in the

implementation of Meals, Accommodation, and Transportation (MAT) benefits under the

Bayanihan To Recover As One Act (RA 11494). For the sake of this study, the term

“Coping Mechanisms” refers to the psychological or behavioral strategy employed by the

stakeholders to manage and adapt to stressful or challenging situations, emotions, or

internal conflicts. In the context of this study, coping mechanisms encompass the

strategies the stakeholders used to address the challenges faced. Seeking Information

From Peers Was Ineffective, and The Program Facilitators Employed Adaptable

Approaches and Efficient Systems To Counter The Challenges Encountered

92
Seeking Information From Peers Was Ineffective

As previously discussed in the preceding established themes, health workers

from Camp Panacan Hospital experienced difficulty in accessing information online.

When asked about their strategy to overcome their knowledge gaps regarding the

program, the respondents reported having resorted to seeking guidance and insights

from their peers. This communal approach to information acquisition and understanding

was a common strategy employed by individuals in learning more about the program

given the insufficient information provided in the memo. It is noteworthy that despite the

collaborative nature of their efforts, the majority of respondents reported a disconcerting

revelation - that their peers, too, lacked clarity about the remuneration. This

phenomenon underscores the depth of the knowledge gap and the intricacies of the

program, which left even well-intentioned individuals confounded.

“Wala siguro ko ato pag ingon nila, mao pag balik nakog duty
nangutana ko sa akong kauban, kaso wala pud daw sila kabalo kung
unsa tong MAT.” (I guess I was not around the time they informed us that
was why by the time I went back for my duty, I asked about it with my
colleagues but they did not know anything about the MAT benefits as
well.) - R12, Utility Cook.

The reliance on peer networks as a primary source of information within this

context reflects a broader pattern of knowledge sharing and peer-to-peer learning.

However, the recurrence of the theme of inadequate program comprehension within

these peer networks highlights a potential shortcoming in the dissemination and

communication strategies surrounding the program. This finding yet again raises

important questions about the effectiveness of information dissemination channels and

the extent to which they reach the intended audience. In the absence of clear and

accessible program information, the reliance on peer networks, while often a valuable

resource, may perpetuate misunderstanding and misinformation. In fact, one respondent

93
humorously shared the scenario as follows:

“Kataw-anan gani kaayo, Ma’am. Isig pangutan-anay mi nya

wala–wala sab kabalo ang amo mga kauban. Lahi kuan–Lahi lahi ug
statement sab ba. Malibog na hinuan kami.” (It was actually funny,
Ma’am. Whenever we ask our colleagues, they do not know anything as
well or the answers are different that it resulted with us being confused) -
R10, Maintenance staff.

The accounts reported indeed underscores the critical need for clear and

comprehensive communication within the workplace. Without readily accessible

information and effective dissemination, even well-intentioned individuals may remain

unaware of important programs and opportunities. In this case, it was a missed

opportunity for the respondent to benefit from the MAT program due to the lack of

information sharing. These insights underscore the pressing need for improved

communication and knowledge-sharing mechanisms to bridge the knowledge gap

surrounding the program and empower individuals with accurate information, thereby

fostering a more informed and engaged community of program beneficiaries.

The Program Facilitators Employed Adaptable Approaches and Efficient Systems

To Counter The Challenges Encountered

The Department of Health-Davao Center for Health and Development (DOH-

CHD) was faced with significant challenges as discussed in the previous themes. The

interview with KI-1, the Human Resource Management Officer of the department,

highlighted the time constraints, stress, and pressure associated with the program

implementation process. When queried about the strategies they employed to cope with

the challenges encountered, the primary responses provided include fostering

management support and streamlining the process of disbursement.

94
 KI-1, in particular, underscored the supportive role of the management in

addressing the demanding nature of year-end fund disbursement. According to the

shared account, the management at DOH-CHD displayed a commitment in facilitating

the process by allowing staff to extend their services and process transactions even

beyond regular working hours. This includes granting overtime pay for staff, even during

weekends. The willingness to compensate employees for their extra efforts

demonstrates an understanding of the additional workload and a commitment to fair and

equitable treatment. Further, given that it was in the best interest of health workers, the

management at DOH-CHD expedited the processing of vouchers, creating a priority lane

for these critical transactions. This practice reflected the organization's commitment to

the successful implementation of the program.

Additionally, the key informants from the department also reported that

communication channels within the organization were available, allowing staff to seek

clarification and answers to their questions, should they have any. This open and

transparent communication contributes to the overall success of the year-end fund

disbursement process. The management's open communication channels through the

central office signify their commitment to transparency and responsiveness. These

elements collectively contributed to a more efficient and responsive system.

“The management has been supportive because if we need to

extend the services to perform or to process everything, they allow us or
our staff to claim overtime pay even on weekends. They allow us to fast
track the vouchers if they know its for the benefit of the health worker
(priority lane). If we have questions the central office’s lines are open.” -
KI-1, Human Resource Management Officer at the Department of Health-
Davao Center for Health and Development (DOH-CHD).

Moreover, key informant 2 (KI-2) went on to elaborate and offer more insights

into the various strategies implemented by their department to address the challenges

that surfaced during the implementation process. According to KI-2, these strategies are

95
comprehensive and cover several critical aspects. First, utilization of checks: The

respondent addresses the issue of beneficiaries without bank accounts by resorting to

checks as an alternative method of disbursing benefits. This adaptable approach

acknowledges the diversity in beneficiaries' financial preferences and ensures that those

without bank accounts can still access their entitled benefits. It reflects a solution-

oriented approach, accommodating various needs and circumstances.

Second, real-time verification: The respondent highlights the importance of

efficiency in managing the list of eligible beneficiaries. Instead of sending the list back for

verification, which could introduce delays and administrative complications, they take

proactive measures. Specifically, if they encounter someone on the list who is not

eligible, they promptly remove them. This immediate verification process helps maintain

the list's accuracy and ensures that benefits are allocated correctly to deserving

recipients.

Third, open communication with hospitals: The informants’ approach involves

open communication with hospitals regarding the expected amounts. This proactive

interaction ensures that discrepancies or inconsistencies in the benefit amounts are

promptly addressed. It helps in identifying beneficiaries who may not be eligible based

on the expected benefit amount, enabling the program administrators to take corrective

actions and maintain the program's integrity. To quote:

“The old process/mechanism was only Landbank to Landbank

accounts but there are facilities who don’t have Landbank accounts,
that’s why we issued cheques because its the safest way and there’s a 3
month grace period before the cheque stale, so it’s the easiest way to
avoid lapses in the money and secure the said cheque and report it to the
Landbank that these funds were issued indeed by a cheque. When it
comes to the cash equivalence, to shorten the process, at our end when
we validate, we are the one who will crash out if we found out that they
are not eligible, we don’t give the documents back, we just call the point
personnel and inform them and take the picture of the final amount that
they will be expecting, because if we are going to give it back it will be

96
 difficult as to when they will return it again.” - KI-2, Training Specialist III
at the Department of Health-Davao Center for Health and Development
(DOH-CHD).

From all accounts provided, it is evident how the Department of Health - Davao

Center for Health and Development (DOH-CHD) not only recognized the challenges but

also proactively employed a diverse set of strategies, indicating a robust and adaptable

approach to problem-solving. This adaptability was a crucial factor in navigating the

complexities of program implementation in a dynamic environment. This finding is in

consonance with the proposition forwarded by Durlak and DuPre (2008), as referenced

by Gagnon et al. (2015) in their model, whereby it was posited that in designing

programs and their corresponding evaluations, adaptability must be in mind. This

intentional adaptability is exemplified in instances where a facilitator deviates from the

prescribed program implementation plan but yields a desired program outcome. In the

case of DOH-CHD, the strategies they employed to counter the challenges encountered,

which proved to be essential in the success of the program, suggests that a rigid

adherence to plans may not always be conducive to success; instead, the ability to

adapt and modify approaches in response to real-time challenges contributes

significantly to program effectiveness. The DOH-CHD's demonstrated adaptability

reflects a strategic understanding of the need for flexibility in achieving successful

program outcomes.

Recommendations By The Concerned Stakeholders of the Meals,

Accommodation, and Transportation (MAT) benefits under the Bayanihan To

Recover As One Act (RA 11494)

This section discusses the Recommendations of the stakeholders in the implementation

of Meals, Accommodation, and Transportation (MAT) benefits under the Bayanihan To

97
Recover As One Act (RA 11494). For clearer understanding, the term

“recommendations” is defined as a formal or informal suggestion, proposal, or advice

provided to guide decision-making or action in the implementation of similar programs in

the future. A Separate Team Dedicated For The Implementation of Similar Programs

Must Be Established, Comprehensive Program Orientations Must Be Provided, Social

Media and Digital Resources Must Be Leveraged For Effective Information

Dissemination, and Ensure Timely Remuneration Release.

A Separate Team Dedicated For The Implementation of Similar Programs Must Be

Established

As a culmination of the comprehensive exploration of the participants’

experiences, their valuable recommendations surfaced to serve as guidance for

improving the implementation of similar programs in the future. Among the key

stakeholders, particularly informants from the DOH-CHD, a prominent suggestion

emerged. That is, the establishment of a separate, dedicated team for the

implementation of similar programs. This recommendation underscores the multifaceted

and demanding nature of public health initiatives like the Meals, Accommodation, and

Transportation (MAT) program. To quote:

“We were really proposing during the time that the management
will create a team to handle all the benefits because its really eating so
much of our time.” - K1, Human Resource Management Officer at the
Department of Health-Davao Center for Health and Development (DOH-
CHD)

When the informants were probed concerning further details of the rationale

behind their proposition, key informant 2 provided that the proposal to create a dedicated

98
team is grounded in the recognition of the significant time investment required by the

tasks associated with benefits management. These tasks, which involve the

administration and oversight of various employee benefits, have proven to be not only

time-consuming but also resource-intensive for our team. According to KI-2, the

considerable commitment of time and resources to these tasks has noticeable

repercussions, exerting an impact on the overall efficiency of the department. This

inefficiency is particularly evident as it pertains to the allocation of human resources and

the effective utilization of time, both of which play pivotal roles in the department's ability

to operate seamlessly. The proposal, therefore, is a strategic response aimed at

optimizing efficiency, streamlining processes, and ensuring that the management of

benefits is conducted with the necessary focus and expertise, ultimately benefiting both

the department and its personnel.

“The task is really eating soo much of our time added pa yung
mga complains you have to address it and hindi lang yan sya, – we are
also dealing with 1,000 plus human resources that are hired under that
COVID and we have this benefit. So can you imagine all the paper works
to salaries and all, for private hospital alone like 7,000 so that’s not the
usual task ha from the usual task namin we have 1,700 each for COVID,
we have our regular function deployed hiring 1,500 personnel that’s the
usual task right. Now 1,500 personnel on top of 1,700, so its like– its
almost 4,000 personnel na employed at our asset. We are also doing the
usual process sa sweldo, the orders and all the certificates. If you want to
say, if your just doing it no other task, it’s really okay lang. Manageable
sya. It’s not complicated because you are guided by the guidelines.” (The
task is really eating soo much of our time added pa yung mga complains
you have to address it and hindi lang yan sya, – we are also dealing with
1,000 plus human resources that are hired under that COVID and we
have this benefit. So can you imagine all the paper works to salaries and
all, for private hospital alone like 7,000 so that’s not the usual task ha
from the usual task namin we have 1,700 each for COVID, we have our
regular function deployed hiring 1,500 personnel that’s the usual task
right. Now 1,500 personnel on top of 1,700, so its like– its almost 4,000
personnel na employed at our asset. We are also doing the usual process
sa sweldo, the orders and all the certificates. If you want to say, if your
just doing it no other task, it’s really okay lang. Manageable sya. It’s not

99
 complicated because you are guided by the guidelines.) – K2, Training
Specialist III under the Training Division of Department of Health-Davao
for Center Health and Development (DOH-CHD).

While this recommendation is specific to the MAT program, its implications

extend beyond this particular case. It resonates with broader discussions in the field of

healthcare administration and program management, emphasizing the need for

specialized teams to oversee and execute complex healthcare initiatives successfully.

Considering the challenges faced by the Department of Health - Davao Center for Health

and Development (DOH-CHD) during the implementation process, as discussed

previously, the proposition put forth by the key informants regarding the establishment of

a specialized team reveals several potential advantages.

Firstly, the creation of a dedicated team would afford a concentrated focus on

program implementation. This focused approach is beneficial in proactively addressing

challenges, closely monitoring progress, and ensuring strict adherence to guidelines and

deadlines. The specialized team would bring a heightened level of expertise and

attention to detail, mitigating the risk of overlooking critical aspects of the

implementation.

Secondly, centralizing accountability is a significant advantage. Clearly defining

roles and responsibilities within the specialized team would make it evident who is

accountable for the success of the program. This clarity in accountability reduces

ambiguity, fostering a sense of ownership among team members and promoting a

collective commitment to achieving program goals.

Thirdly, improved communication and coordination are inherent benefits of

having a specialized team. By consolidating responsibilities within a dedicated unit,

communication channels become streamlined, and coordination becomes more efficient.

100
This, in turn, minimizes the likelihood of lapses, enhances information flow, and

contributes to an overall increase in the effectiveness of the implementation process.

In essence, this finding highlights the importance of careful planning and

organizational structure in the implementation of public health programs. It prompts

further consideration of the allocation of resources, personnel, and expertise required to

ensure the seamless execution of programs that directly impact the well-being of

beneficiaries. Simply put, it calls for a reevaluation of the implementation strategy to

better cater to the multifaceted nature of healthcare programs and the needs of those

they aim to serve. The proposition for a specialized team, when analyzed in light of the

department's circumstances, emerges as a strategic response to the complexities of

benefits management. It aligns with the notion that targeted expertise and focused

efforts can lead to more efficient, strategic, and well-coordinated outcomes, addressing

the challenges in a manner that is both effective and sustainable for the DOH-CHD.

Comprehensive Program Orientations Must Be Provided

In light of the multifaceted experiences shared by the respondents from Camp

Panacan Hospital, they were asked to provide recommendations for enhancing the

implementation of similar programs in the future. A recurring theme among their

suggestions centered on improving the information drive scheme. The respondents

articulated a number of insightful recommendations to facilitate this objective.

One key recommendation put forth by respondents 4, a ward nurse, respondent

10 and 11, both maintenance staff, and respondent 12, a cook at Camp Panacan

Hospital, was the need to conduct comprehensive program orientations. They

emphasized the importance of equipping both beneficiaries and the program's

administrators with a thorough understanding of the program's objectives, mechanics,

and guidelines. A structured orientation process, they believed, would serve as a

101
foundational step in ensuring that all stakeholders have a clear and uniform

comprehension of the program's operational details.

“Mas nindot jud if naay orientation para maka balo ang tanan,
kung gc mn gud kay murag limited lang. You know ang nurses man gud
naay shifting so naay morning naay evening.” (It's really better if there's
an orientation so that everyone can be informed because if it's only
through GC, then it's limited. You know, nurses have shifting schedules,
so there's a morning shift and an evening shift. ) - R4, Ward Nurse.

Moreover, respondent 10 shared and highlighted the importance of orientation in

facilitating two-way communication for information dissemination. The respondent

emphasized that an orientation session would create a platform for individuals to ask

questions about topics that they might not comprehend or find confusing. This contrasts

with the current method of communication, which involves relying solely on a

memorandum sent through their group chat. According to R10, conducting a program

orientation would facilitate an interactive exchange where information flows not only from

the source to the recipients but also allows feedback or inquiries from the recipients to

the source. This is seen as a more dynamic and engaging approach compared to the

perceived limitations of a one-way form of communication. To quote:

“Ang ako man gud, Ma’am, kay kuan—mas gana jud untana to kung
nagpa-meeting sila para kuntahay naa mi mga gusto ipangutana ug
kanang mga wala–mga gikalibugan namo ug wala nasabtan, makadiresto
mi ug pangutana about diana. Isahan ra nga meeting.” (For me, Ma'am,
it's like— it would be really great if they held a meeting so that maybe we
can ask questions about things we don't understand or things that
confuse us. Just a single meeting.) - R10, Maintenance Staff.

Indeed, the recommendation for comprehensive program orientations from the

respondents at Camp Panacan Hospital indicates a collective understanding among the

the health workers regarding the significance of a well-structured introduction to any

future programs. Their emphasis on this aspect suggests a thoughtful reflection on the
102
challenges or shortcomings they had encountered in the implementation of previous

initiatives, including that of the MAT benefits. Given the insufficiency of memorandum

provided through their group chat and the unavailability of information about the program

online, it is only sensible for the respondents to request for an interactive information

dissemination scheme through the conduct of program orientations.

Following the Implementation Quality Model by Gagnon et al. (2015), the

recommendation provided by the health workers would not only ensure the success of

the program implementation, but will also limit, it not totally prevent, the emergence of

challenges that the targeted community might encounter, particularly concerning their

familiarity and knowledge of the program. According to Riley, Taylor, & Elliott (2003) as

referenced in the model, factors integral to organizational capacity and consequently

impactful on implementation include the consistency and depth of internal

communication, and community engagement, often referred to as community buy-in.

The inclusion of community engagement as a factor integral to organizational capacity

implies a recognition that the external environment, –the community, significantly

influences an organization's ability to implement initiatives successfully. Achieving

community buy-in ensures that the organization's efforts align with the needs,

expectations, and values of the broader community, enhancing the likelihood of

successful implementation.

In this case, providing program orientation would mean providing a platform to

clearly articulate the objectives of the program, ensuring that all stakeholders understand

the purpose and intended outcomes, aligning their efforts with the overarching goals.

Orientations serve as a two-way communication channel, allowing for the exchange of

information between organizers and participants. This interactive communication can

lead to a more engaged and informed group. Further, by actively involving participants in

the orientation process, there is a greater likelihood of engagement and buy-in. This can

103
foster a sense of ownership and commitment among participants, leading to increased

motivation and cooperation.

Social Media and Digital Resources Must Be Leveraged For Effective Information

Dissemination

Aside from the need to conduct program orientations, the data from the

interviews also highlighted the significance of leveraging social media and utilizing digital

resources for disseminating program information. In an era characterized by digital

connectivity, social media platforms offer an efficient and wide-reaching means of

communication. The respondents proposed that the program administrators should

establish an active online presence, utilizing platforms such as Facebook to share

program updates, guidelines, and important announcements. This approach aligns with

the evolving communication preferences of the population and acknowledges the

importance of meeting individuals where they are in the digital landscape.

“Kana is mas kuan kng centralized ang information…pwede sila

mag post thru FB page sa City Government…wala murag naa ray
announcement nga dapat makadawat pero katong kung kanus-a wala
gyud sya…walay meeting giingnan lang naa moy ma ano.” (It is much
better if the information is centralized. They can post about it in the City
Government’s facebook page. However, at that time, there was no post.
There was also no meeting conducted. We were just told that we will
receive something.) - R8, Pharmacist.

Furthermore, the respondents advocated for the creation of user-friendly, easily

accessible digital resources where beneficiaries could readily access information. These

online resources should be designed with simplicity and clarity in mind, making it easy

for users to navigate and find the information they seek. Such a digital hub could serve

as a central repository for program-related materials, ensuring that beneficiaries are not

left searching for critical information to no avail.

104
 “Mas nindot man gyud unta tong dali gud maaccess ang kuan--
kaning information gud, Ma’am, kay para sab kuan naa mi kuan kaamag
about ani nga programa. Maayo sab unta ug dali ra i-kuan kanang i-
navigate ba para dili lisod para sa amoa nga dili hanas sa mga ingana
pero kuan mao to mas gana gyud unta ba nga availabe ang information
sa amoa.” (It would have been better if the information about the benefit
was easy to access so that we could have knowledge about what the
program is all about. It would also be better if the post is easy to navigate
for us who are not that really good with that kind of stuff. It would be much
better to have the information readily available.) – R7, Medical
technologist.

The respondents’ suggestion highlights the practical importance of utilizing social

media, particularly Facebook, as a platform for sharing program information. By

recommending that the program's details be posted on the implementer's Facebook

page, the respondent advocates for a user-friendly and accessible channel for

information dissemination. This approach is particularly valuable for those who may have

missed the initial announcement or orientation due to scheduling conflicts or other

commitments. It ensures that program details remain accessible at any time, enabling

individuals to catch up on important information when it's convenient for them.

By utilizing social media in this way, program administrators can enhance

transparency and inclusivity, reaching a wider audience and accommodating varying

schedules and availability. This approach aligns with the principles of effective

communication, ensuring that crucial program information is readily available to all

beneficiaries, regardless of their prior knowledge or attendance at orientation sessions.

In essence, the use of social media platforms like Facebook serves as a valuable

complement to traditional communication methods, extending the program's reach and

accessibility. This recommendation is supported by the findings of the study conducted

by Reyes et al. (2021), wherein they reported a predominant proportion of survey

participants demonstrating awareness of RA 11469: Bayanihan to Heal as One Act, and

other government programs and initiatives.

105
 According to the study, the observed awareness is likely a result of the

widespread coverage of RA 11469 in various media outlets. This assertion is grounded

in the theory posited by Blumler in 1979, which suggests a correlation between

individuals' motivations for using media and their ability to acquire information. This

suggests a clear inference: the extensive dissemination of information about RA 11469

through media outlets has been instrumental in raising awareness among individuals.

The acknowledgment of a correlation between media use motivations and information

acquisition implies that individuals actively seeking information through media channels

are more likely to be well-informed about legislative developments, such as RA 11469.

This underscores the influential role of media not just as a source of news but also as a

cognitive tool for learning and information acquisition.

The recommendation provided by respondents from Camp Panacan Hospital,

urging the leverage of social media and digital resources for information dissemination,

aligns with and reinforces the imperative of cultivating an informed and engaged

beneficiary community. This recommendation underscores the pivotal role that a robust

information drive, especially through modern communication channels, plays in

achieving the goal of community awareness. The collective emphasis on utilizing social

media and digital resources reflects an understanding that these platforms can serve as

effective tools for reaching and engaging the target audience, aligning with the evolving

ways individuals seek and consume information in the digital age. In sum, this

recommendation form a valuable foundation for refining the information dissemination

strategy in future program implementations, fostering transparency, awareness, and

program effectiveness.

Ensure Timely Remuneration Release

106
 In connection with the accounts provided by the respondents concerning the

delay in the release of their remuneration, a prevailing sentiment emerged—that is, a

resounding call for the timely release of these essential funds. The respondents, drawing

from their own lived experiences, voiced a recommendation that carries significant

weight in the field of public health program management. The respondents' call for the

timely release of remuneration underscores a fundamental and indispensable aspect of

program implementation. It reflects the paramount need to ensure that beneficiaries

receive the financial support they are entitled to, precisely when they need it. Timely

remuneration holds the potential to alleviate uncertainties and inconveniences that can

otherwise arise from delayed disbursements. According to respondent 4, while they in

the facility acknowledge that the Department of Health should not be criticized for the

delay in the disbursement of the MAT benefits considering their extensive coverage of

both private and public matters and the fact that they are dealing with a multitude of

issues and challenges, R4 underscored the need for systemic reform to streamline the

release of funds. To quote:

“Dili man pd guro nimo sila masisi no tungod sa kadaghan na gi

cover na private ma public pero ang sistema bagohonon paano mapadali
nila ang releasing sailang ano sa funds nila.” (It's not like you can blame
them because of the numerous private and public matters they cover.
However, the system needs to be reformed so they can expedite the
release of their funds.) - R4, Ward Nurse.

The statement above reflects a desire for improvements in the system governing

the release of benefits, such as in the the Meals, Accommodation, and Transportation

(MAT) benefits. The respondent highlights the need for a systemic change to expedite

the release process. This acknowledgment indicates that the current system may have

inefficiencies or delays that need to be addressed to better serve the needs of

healthcare workers. The expressed hope of the respondents for the timely release of

107
government-provided benefits aligns with the findings of a study conducted by

Cabaguing et al. (2022). This particular study focused on nurses in the Samar region

and revealed that these nurses faced delays in receiving their special risk allowance and

hazard pay. This synchronization suggests a shared concern among healthcare workers,

transcending geographic boundaries and indicating a broader pattern of delayed benefit

disbursement.

Analysis of The Model Framework

To gain a deeper understanding of the program's implementation quality, the

accounts shared by all respondents of the study must be analyzed using the

implementation quality model of Gagnon et al. (2015). This model provides a structured

framework for assessing the various dimensions of program implementation.

Organizational Characteristics

In Chapter 1, organizational characteristics were elucidated as a multifaceted

concept encompassing several critical dimensions, including leadership and

administrative support, the overall program implementation process, and the cultivation

of involvement at various levels within and outside the organization. These

characteristics serve as the foundational elements that shape the environment within

which a program operates, with a profound impact on its execution and quality.

In the context of the present study, it became evident that the organizational

characteristics, which ideally encompass leadership, resource allocation, and effective

communication, were constrained and limited. The consequences of these limitations

became manifest in the form of challenges that hampered the quality of program

implementation. Several key issues, such as ineffective communication, a lack of funds,

108
and insufficient resources, serve as tangible manifestations of how organizational

characteristics adversely affected the implementation quality of the program.

Effective leadership and administrative support, for instance, are critical in

resolving issues and handling transactions associated with program execution.

Inadequate support or direction from leadership can hinder the resolution of problems

and create a less than optimal environment for transactions, which can lead to issues

such as the delay in the disbursement of program benefits reported by respondents.

Furthermore, the overall program implementation process, which includes

logistical, budgetary, and personnel concerns, is heavily influenced by organizational

characteristics. The lack of funds and insufficient resources, as highlighted by the

respondents, can be attributed to organizational limitations. These resource constraints

can significantly impact the smooth execution of program logistics and may lead to

challenges for both beneficiaries and implementers.

Lastly, fostering involvement at multiple levels within and outside the organization

is crucial for successful program implementation. When such involvement is lacking or

inadequately developed, as indicated by the reported issues with the information drive

scheme and program support, the repercussions are felt by the program's stakeholders,

affecting their experiences and overall program quality.

In sum, the organizational characteristics have a profound influence on the

success and effectiveness of program implementation. This study underscores how

limitations in leadership, resource allocation, and communication can manifest as

tangible challenges, ultimately affecting the quality of program execution. Recognizing

and addressing these organizational characteristics is vital for enhancing the

implementation quality of public health programs.

109
Facilitator Characteristics

As discussed in the model, the individuals responsible for administering and

facilitating program implementation play a critical role in shaping how programs are

carried out. The characteristics of these program facilitators, including their specific

training tailored to the program, level of program buy-in, experience in leading groups,

and general competency, can exert a profound influence on the success and quality of

program delivery.

In the context of the current study, the facilitators from the Department of Health

(DOH) emerged as central figures in the program's execution. Notably, the findings of

the study revealed that the DOH, as program facilitators, demonstrated a commendable

level of competency. Despite operating under challenging conditions marked by limited

time and a shortage of manpower, they effectively managed the implementation of the

program. This competence is a testament to the importance of program facilitators'

expertise and their capacity to adapt to adverse circumstances.

However, it is important to note that a contradictory account surfaced with

regards to the facilitator from Camp Panacan Hospital. The admin officer, while part of

the program's administration, overlooked a communication letter sent by the DOH-CHD.

This oversight, as reported by the study's informant, had the adverse effect of

contributing to the delay in the release of program benefits.

This divergence in facilitator behavior underscores the pivotal role of individual

competencies and attentiveness in program implementation. It accentuates the

significance of program facilitators who are not only well-versed in the program's

requirements but also responsive to communication and organizational directives. Such

contradictions among facilitators highlight the need for consistent training, attention to

program details, and effective communication within the program administration team.

The study's findings, therefore, illustrate how program facilitators' characteristics

110
and actions can significantly influence program delivery. Competent and responsive

facilitators, as exemplified by the DOH, contribute to successful program execution, even

in the face of resource constraints. Yet, the oversight by a single facilitator from a health

facility serves as a reminder of the critical importance of uniform program buy-in and

vigilant attention to communication and administrative requirements within the program

administration team.

Program Characteristics

As posited by the model, programs characterized by clearly defined procedures

and well-articulated goals are generally more manageable and less likely to yield

suboptimal results. This theoretical framework emphasizes the importance of structured

program design and objective-driven implementation for achieving successful outcomes.

In the context of the current study, the observations made by all respondents

unanimously reinforce the model's premise. The program under examination was

universally described as easy and unburdensome in its execution. The beneficiaries of

the program found it to be straightforward and manageable in terms of implementation.

This perceived ease of administration can be attributed to the presence of well-defined

procedures and transparent program objectives, which facilitated a streamlined

approach to program execution.

However, it is noteworthy that the challenges reported by the study's informants

did not pertain to the complexity of the program itself. Instead, they were rooted in

external factors such as the lack of resources and time constraints. This incongruity

reveals an essential lesson within the model's framework—that even programs with

sound procedures and goals can face challenges when external constraints, such as

resource limitations and time pressures, impede their implementation.

The program's ease of administration reported by the participants underscores

111
the effectiveness of clear program design and the importance of establishing a

straightforward and transparent framework for execution. While such programs may be

inherently manageable, it is crucial to acknowledge the role of external factors in

influencing implementation quality. Thus, the model's insights, alongside the study's

findings, emphasize the need for a holistic approach to program management—one that

combines well-defined procedures and goals with the allocation of adequate resources

and time to ensure successful outcomes.

Community Characteristics

The Implementation Quality Model by Gagnon et al. (2015) introduced the vital

concept of community characteristics, which encompass the responsiveness and active

participation of the community for whom a program is specifically designed. These

characteristics play an integral role in shaping the trajectory and success of public health

initiatives, as they directly influence how the program is perceived and embraced by the

very individuals it seeks to serve.

The findings of this study bring into focus the community characteristics observed

within the context of the program's implementation. Notably, the beneficiaries of the

program exhibited a level of limited familiarity with the program, marking a significant

dimension of community characteristics. While the beneficiaries expressed a genuine

desire to learn more about the program and its potential benefits, they faced a crucial

obstacle: they had no known means to acquire the essential information they sought.

This revelation underscores the pivotal role of community characteristics in

program implementation. It accentuates the importance of the community's awareness

and understanding of the program's goals, provisions, and mechanisms. Without this

foundational knowledge, even the most well-intentioned program may encounter

difficulties in engaging and effectively serving its target population.

112
 The limited familiarity of beneficiaries, despite their expressed interest,

underscores a missed opportunity for program engagement. It emphasizes the necessity

of proactive information dissemination and communication strategies that facilitate

meaningful interaction with the community. This includes avenues for beneficiaries to

easily access program-related details, ask questions, and stay informed about the

program's developments.

As we delve into the study's findings, this aspect of community characteristics

becomes a central focal point for discussion. It underscores the need for responsive and

community-centric program implementation, with a particular emphasis on fostering

active engagement, awareness, and accessibility for the very individuals the program is

designed to support.

Chapter 5

SUMMARY OF FINDINGS AND IMPLICATIONS

This chapter provides a comprehensive overview of the findings presented in

Chapter 4. The discussion commences by exploring the participants' encounters,

challenges they faced and coping mechanisms employed, subsequently delving into

their recommendations concerning the government's implementation. The study's

implications, drawn from the presented findings, are also addressed.

Summary of Findings

The study was primarily focused on the experiences, challenges faced, coping

strategies employed, and recommendations of the concerned stakeholders in the

implementation of the Meals, Accommodation, and Transportation (MAT) Benefits. The

study materialized through key informant interviews, involving a representative from the

113
Department of Health, and in-depth interviews with multiple healthcare workers affiliated

with Camp Panacan Hospital. In this study, the experiences of the concerned

stakeholders were explored, revealing a complex interplay of challenges and benefits

within the implementation of the program. The stakeholders included respondents, who

were beneficiaries of the program, and implementers, who were responsible for its

execution.

From the perspective of the respondents, the implementation of the program was

generally smooth. However, two key issues emerged. The first challenge pertained to

the ineffective information drive scheme employed by the program facilitators, which left

beneficiaries with gaps in understanding the program's details. The second challenge

was the delay in the disbursement of benefits, which introduced uncertainties and

inconveniences into the lives of the recipients.

Conversely, the implementers of the program did not find the implementation

process overly burdensome. However, they encountered their set of challenges,

predominantly rooted in time constraints, pressure, high stress, and the labor-intensive

nature of the endeavors involved in program implementation. Despite these challenges,

the administrators demonstrated a capacity for addressing these issues with supportive

management practices and streamlining of processes to enhance efficiency.

Both sets of stakeholders employed distinct coping mechanisms to address the

challenges encountered. On the part of the respondents, they sought information from

their peers in order to bridge the knowledge gap and learn more about the operational

details of the program. However, this approach was largely ineffective, as their peers

were similarly uninformed about the remuneration. Meanwhile, the administrators, who

were challenged by time constraint–which caused considerable pressure and

heightened stress, – fostered a supportive system and worked to streamline processes.

The vouchers were fast tracked and the department personnel were encouraged to wok

114
overtime by providing fair compensation. The DOH-CHD also shared that they made

some deviations from the actual administrative process given the limited time for

implementation, which proved to be essential in the eventual success of the program

implementation.

Drawing from their collective experiences, both sets of stakeholders provided

valuable recommendations to enhance the future implementation of similar programs.

These recommendations included focusing on improving the information dissemination

drive scheme through the conduct of comprehensive orientations and the strategic use

of social media and digital resources. The respondents emphasized the importance of a

two-way communication form in dissemination information to ensure community

engagement and awareness. Additionally, they highlighted the critical importance of

timely fund disbursement by expediating the process. Meanwhile, on the part of the

facilitators, representatives from the DOH-CHD strongly suggested the establishment of

a separate team dedicated for the implementation of similar programs in the future. The

rationale behind this proposition is the time-consuming nature of implementation, the

limited human resource available, and the fact that the department have other roles and

responsibilities that they cannot otherwise perform effectively.

Implications

This study, based on data from fifteen participants, provides important insights

for health workers and the government. It highlights the complexities of program

implementation, emphasizing the importance of understanding challenges faced by both

beneficiaries and implementers. These findings have significant implications for

individuals involved in policy-making and program management.

First and foremost, the findings of this study contribute to a deep and thorough

comprehension of the varied nature of program implementation. This suggests that

115
executing a program involves various and complex processes, interactions, and

dynamics that must be carefully navigated. It is not merely a matter of designing a

program and carrying it out; it is a complex web of factors that impact its success. The

challenges experienced by both beneficiaries and implementers shed light on the

difficulties faced by these key stakeholders. Beneficiaries encountered issues related to

accessibility and comprehension of information and delay in receiving their

remuneration, which had affected their ability to participate effectively in the program.

Implementers, on the other hand, struggled with resource allocation, logistical issues,

and communication barriers within their teams.

These challenges offer vital insights for policymakers and program managers.

For policymakers, it emphasizes the importance of creating policies that are not only

well-intentioned but also practically executable. It's not enough to have a vision; the

policies must take into account the potential obstacles that beneficiaries and

implementers may encounter.

For program administrators, these findings underscore the need for clear and

effective communication. A successful program depends on ensuring that beneficiaries

understand the details of the program, including how to participate, what benefits they

can expect and when. Simultaneously, program administrators must foster effective

communication within their teams to mitigate implementation challenges.

The study's results stress the delicate balance that needs to be struck between

efficient execution and clear communication of program details. Achieving this balance is

crucial for establishing a strong foundation for more effective and impactful program

implementations. By addressing the challenges faced by beneficiaries and

implementers, and by fostering open and effective communication, programs can

maximize their positive outcomes and reach their intended objectives.

116
 In light of these lessons, the government and other pertinent institutions are

urged to strive for greater efficiency and responsiveness in ther approach to programs

and interventions. These insights emphasize the need for initiatives that are not only

effective but also capable of swiftly adapting to changing circumstances and the evolving

needs of the community they serve. This entails making them more accessible, ensuring

that essential information and services are readily available to all members of the

community. Moreover, it underscores the importance of transparency, making sure that

the inner workings of these programs are clear, understandable, and trustworthy for all

stakeholders involved.

This study, therefore, serves as a significant guide on the path toward the

continual enhancement of government initiatives. It provides a framework for ongoing

improvement, which is directed by the valuable experiences and recommendations of

those who are directly engaged in the implementation of these initiatives. By making

meaningful changes, only then can it be ensured that government programs evolve to

meet the ever-changing needs of the communities, ultimately improving the health and

well-being of all individuals they aim to serve.

117
 REFERENCES

Ajzen, I. (1991). The theory of planned behavior. Organizational behavior and human decision
processes, 50(2), 179-211.

Alanagreh, L., Alzoughool, F., & Atoum, M. (2020). The Human Coronavirus Disease COVID-
19: Its Origin, Characteristics, and Insights into Potential Drugs and Its Mechanisms.
Pathogens, 9(5), 331. https://doi.org/10.3390/pathogens9050331

Al‐Hamdan, Z., Manojlovich, M., & Tanima, B. (2017). Jordanian nursing work environments,
intent to stay, and job satisfaction. Journal of Nursing Scholarship, 49(1), 103-110.

Alibudbud, R. (2022). When the “heroes” “don’t feel cared for”: The migration and resignation of
Philippine nurses amidst the COVID-19 pandemic. Journal ofGlobal Health, 2.
https://doi.org/10.7189/jogh.12.03011

Baker, O. G., & Alshehri, B. D. (2020). The Relationship between Job Stress and Job
Satisfaction among Saudi Nurses: A Cross-Sectional Study. Nurse Media Journal of
Nursing, 10(3), 292-305. https://doi.org/10.14710/nmjn.v10i3.32767

Barandino, J. P., & Soriano, G. P. (2019). Practice environment and work-related quality of life
among nurses in a selected hospital in Zamboanga, Philippines: A correlational study.
Nursing Practice Today. https://doi.org/10.18502/npt.v6i4.1944

Billings, J., Abou Seif, N., Hegarty, S., Ondruskova, T., Soulios, E., Bloomfield, M., & Greene, T.
(2021). What support do frontline workers want? A qualitative study of health and social
care workers’ experiences and views of psychosocial support during the COVID-19
pandemic. PLoS One, 16(9), e0256454.

Billings, J., Ching, C., Gkofa, V., Greene, T., & Bloomfield, M. (2021). Experiences of frontline
healthcare workers and their views about support during COVID-19 and previous
pandemics: a systematic review and qualitative meta-synthesis. BMC Health Services
Research, 21(1). https://doi.org/10.1186/s12913-021-06917-z

Billings, J., Ching, C., Gkofa, V., Greene, T., & Bloomfield, M. (2020). Healthcare workers’
experiences of working on the frontline and views about support during COVID-19 and
comparable pandemics: A rapid review and meta-synthesis. medRxiv (Cold Spring
Harbor Laboratory). https://doi.org/10.1101/2020.06.21.20136705

Bird talk - Ibon foundation. (2020). https://www.ibon.org/wp-content/uploads/2022/02/btys22-

220204.pdf

Bollettino, V., Foo, C. Y. S., Stoddard, H., Daza, M., Sison, A. C., Teng ‐Calleja, M., & Vinck, P.
(2023). COVID-19-related mental health challenges and opportunities perceived by

118
 mental health providers in the Philippines. Asian Journal of Psychiatry, 84, 103578.
https://doi.org/10.1016/j.ajp.2023.103578

Britton, J. R. (2014). Pay for Performance for Salaried Health Care Providers: Methodology,
Challenges, and Pitfalls. The Permanente Journal, 18(1), 78–85.
https://doi.org/10.7812/tpp/13-087

Calleja, J. (2021, August 30). Philippine health workers strike over unpaid benefits.
ucanews.com. https://www.ucanews.com/news/philippine-health-workers-strike-over-
unpaid-benefits/93920

Carpio, L. P. D., Cayabyab, H. T. F., & Te, D. M. I. T. (2021). Determining the implementation
status of benefits under Magna Carta of Public Health Workers (RA 7305) in the
Philippines. Acta Medica Philippina, 55(1). https://doi.org/10.47895/amp.v55i1.2950

CNN Philippines Staff. (2021). OCTA sees Davao City, Western Visayas as among COVID-19
epicenters. https://www.cnnphilippines.com/news/2021/6/9/Davao-City-Western-
Visayas-COVID-19-epicenters-.html

Cordero, D. A. (2022). The Saga of Filipino Healthcare Workers During the COVID-19
Pandemic. Asia-Pacific Journal of Public Health, 34(8), 889.
https://doi.org/10.1177/10105395221128644

Clarke, V., & Braun, V. (2013). Successful qualitative research. SAGE Publications.
https://www.researchgate.net/publication/256089360_Successful_Qualitative_Research
_A_Practical_Guide_for_Beginners

COVID-19 and the Philippine Health System. Retrieved from

https://www.uppi.upd.edu.ph/sites/default/files/pdf/COVID-19-Research-Brief-08.pdf.

Davao City Tourism Office - Official Website of Davao City Tourism Office. (2023). Davao City
Tourism Office. https://tourism.davaocity.gov.ph/

De Villa, K. (2022, September 2). Health workers' benefits still unpaid | Inquirer News.
INQUIRER.net. https://newsinfo.inquirer.net/1657211/health-workers-benefits-still-
unpaid

De Villa, K. (2022a, May 1). Health workers hit DOH over benefits | Inquirer News.
INQUIRER.net. https://newsinfo.inquirer.net/1590401/health-workers-hit-doh-over-
benefits

Doh releases P15.7-B benefits of health care workers. (2021, November 28). Retrieved March
9, 2023, from https://www.pna.gov.ph/articles/1161180

FAQ: Republic act 9710 or the Magna Carta of Women. Philippine Commission on Women.
(2022, October 20). Retrieved March 9, 2023, from https://pcw.gov.ph/faq-republic-act-
9710-the-magna-carta-of-women/

Ferdila, R. (2014). Chapter III Research methodology 3.1 research design - web UPI Official.
Retrieved March 9, 2023, from
http://repository.upi.edu/6846/5/S_ING_0908899_Chapter3.pdf

119
Gagnon, R. J., Franz, N., Garst, B. A., & Bumpus, M. F. (2015). Factors impacting program
delivery: The importance of implementation research in Extension. Journal of Human
Sciences and Extension, 3(2), 6.

Ghebreyesus, T. A. (2020). Addressing mental health needs: an integral part of COVID ‐19
response. World Psychiatry, 19(2), 129

GISELLE OMBAY,GMA News & GISELLE OMBAY, GMA News. (2022, September 6). Almost
50% of private health workers yet to receive benefits —group | News |. GMA News
Online. https://www.gmanetwork.com/news/topstories/nation/843877/almost-50-of-
private-health-workers-yet-to-receive-benefits-group/story/

Gorbalenya, A. E., Baker, S. S., Baric, R. S., De Groot, R. J., Drosten, C., Gulyaeva, A. A.,
Haagmans, B. L., Lauber, C., Leontovich, A. M., Neuman, B. W., Penzar, D., Perlman,
S., Poon, L. L., Samborskiy, D. V., Sidorov, I. A., Sola, I., & Ziebuhr, J. (2020). The
species Severe acute respiratory syndrome-related coronavirus: classifying 2019-nCoV
and naming it SARS-CoV-2. Nature Microbiology, 5(4), 536–544.
https://doi.org/10.1038/s41564-020-0695-z

Goula, A., Rizopoulos, T., Stamouli, M. A., Kelesi, M., Kaba, E., & Soulis, S. (2022). Internal
Quality and Job Satisfaction in Health Care Services. International journal of
environmental research and public health, 19(3), 1496.
https://doi.org/10.3390/ijerph19031496

Greenberg, N., Docherty, M., Gnanapragasam, S., & Wessely, S. (2020). Managing mental
health challenges faced by healthcare workers during covid-19 pandemic. BMJ, m1211.
https://doi.org/10.1136/bmj.m1211

Gupta, N., Dhamija, S., Patil, J., & Chaudhari, B. (2021). Impact of COVID-19 pandemic on
healthcare workers. Industrial Psychiatry Journal, 30(3), 282.
https://doi.org/10.4103/0972-6748.328830

Healthcare workers stage protest at DOH office over unpaid benefits, low wages. (2022,
September 6). Manila Bulletin. https://mb.com.ph/2022/09/06/healthcare-workers-stage-
protest-at-doh-office-over-unpaid-benefits-low-wages/

Hoernke, K., Djellouli, N., Andrews, L., Lewis-Jackson, S., Manby, L., Martin, S., ... & Vindrola-
Padros, C. (2021). Frontline healthcare workers’ experiences with personal protective
equipment during the COVID-19 pandemic in the UK: a rapid qualitative appraisal. BMJ
open, 11(1), e046199.

Implementing Guidelines on the Provision of Life Insurance, Accommodation, Transportation,

and Meals to Public and Private Health Workers under Republic Act (RA) 11494,
otherwise known as the “Bayanihan to Recover as One Act.” (2020, November 25).
Retrieved March 9, 2023, from
https://doh.gov.ph/sites/default/files/health-update/ao2020-0054.pdf

Lansbury, L., Lim, B., Baskaran, V., & Lim, W. S. (2020). Co-infections in people with COVID-
19: a systematic review and meta-analysis. Journal of infection, 81(2), 266-275.

120
Legaspi, R.S. (2019). A Comparison of Job Satisfaction among Filipino Nurses Employed in the
Philippines and Overseas. Journal of Health Research, 23, 38-47.

Magna Carta of Women Republic Act 9710. (2009). Socioeco.org.

https://www.socioeco.org/bdf_fiche-legislation-124_en.html

Magna Carta of Public Health Workers: Does it really Fulfill its Intent? Lavado (2011).
https://www.pids.gov.ph/publication/policy-notes/magna-carta-of-public-health-workers-
does-it-really-fulfill-its-intent

Maguire, M., & Delahunt, B. (n.d.). Doing a thematic analysis: A practical, step-by-step guide for
learning ... Retrieved March 9, 2023, from
https://ojs.aishe.org/index.php/aishe-j/article/download/335/553/1557

Mangaluz, J. (2022, September 29). Look: Health workers hold noise barrage over unpaid
COVID-19 benefits. INQUIRER.net. Retrieved March 9, 2023, from
https://newsinfo.inquirer.net/1672000/fwd-look-health-workers-hold-noise-barrage-over-
unpaid-benefits

Martin, B., Jones, J., Miller, M., & Johnson-Koenke, R. (2020). Health Care Professionals'
Perceptions of Pay-for-Performance in Practice: A Qualitative Metasynthesis. Inquiry : a
journal of medical care organization, provision and financing, 57, 46958020917491.
https://doi.org/10.1177/0046958020917491

Mejia, P. C. G., Breboneria, B. J. L., Pangandaman, H. K., Sadang, J. S., Hengnalen, B.,
Calaycay, J. M., ... & Cordova-Acedera, L. V. (2020). Student nurses’ leadership and
management competencies and key performance indicators (KPIs) for patient safety
outcomes in Nakhon Pathom, Thailand. Int. J. Adv. Appl. Sci, 7, 113-120.

Mendoza, J. E. (2021, November 25). Some health workers got incomplete allowances, some
got nothing at all - AHW. INQUIRER.net. Retrieved March 9, 2023, from
https://newsinfo.inquirer.net/1519568/some-healthcare-workers-allegedly-receive-
incomplete-allowances-many-did-not-get-anything-at-all-union

Merga, H., & Fufa, T. (2019). Impacts of working environment and benefits packages on the
health professionals’ job satisfaction in selected public health facilities in eastern
Ethiopia: using principal component analysis. BMC Health Services Research, 19(1).
https://doi.org/10.1186/s12913-019-4317-5

Misuse of COVID funds alleged as Filipino Health Workers Protest. (2021, September 2).
Coronavirus pandemic News | Al Jazeera. Retrieved March 9, 2023, from
https://www.aljazeera.com/news/2021/9/2/filipino-health-workers-protest-neglect-as-
delta-variant-surges

National Academies of Sciences, Engineering, and Medicine. (2019). Strengthening the

Connection Between Health Professions Education and Practice: Proceedings of a Joint
Workshop. Washington, DC: The National Academies Press.
https://doi.org/10.17226/25407.

Navigating the mental health toll of COVID-19. (2020). UNICEF Nepal.

https://www.unicef.org/nepal/stories/navigating-mental-health-toll-covid-19

121
Oberg, E., & Frank, E. (2009). Physicians’ health practices strongly influence patient health
practices. Journal of the Royal College of Physicians of Edinburgh, 39(4), 290–291.
https://doi.org/10.4997/jrcpe.2009.422

Official Gazette of the Republic of the Philippines | the official ... (2020). Retrieved March 9,
2023, from https://www.officialgazette.gov.ph/downloads/2020/10oct/20201102-IRR-RA-
11494-RRD.pdf

Padilla, T. B. (2018, July 19). Davao City focuses on access to comprehensive, quality health
services for all. BusinessWorld Online. Retrieved March 1, 2023, from
https://www.bworldonline.com/health/2018/07/20/174107/davao-city-focuses-on-access-
to-comprehensive-quality-health-services-for-all/

Peralta-Malonzo, T. A. (2021, September 20). TIMELINE: Senate probe into irregularities in

Covid-19 funds use. SUNSTAR. Retrieved March 9, 2023, from
https://www.sunstar.com.ph/article/1907784/manila/local-news/timeline-senate-probe-
into-irregularities-in-covid-19-funds-use

Philippines health workers protest as COVID strains hospitals. (2021, September 1).
Coronavirus Pandemic News | Al Jazeera.
https://www.aljazeera.com/news/2021/9/1/philippines-health-workers-protest-as-covid-
strains-hospitals

PHP 15.7B benefits for Healthcare Workers released: Department of Health Website. DOH.
(n.d.). Retrieved March 9, 2023, from https://doh.gov.ph/press-release/DOH-PHP-15.7B-
BENEFITS-FOR-HEALTHCARE-WORKERS-RELEASED

Press Release - Pia: Provide funding for the implementation of Magna Carta of Women. (n.d.).
https://legacy.senate.gov.ph/press_release/2009/1125_cayetano1.asp

Robertson, H. D., Elliott, A. M., Burton, C., Iversen, L., Murchie, P., Porteous, T., & Matheson,
C. (2016). Resilience of primary healthcare professionals: a systematic review. The
British journal of general practice : the journal of the Royal College of General
Practitioners, 66(647), e423–e433. https://doi.org/10.3399/bjgp16X685261

Rosales, R. A., Rosales, G. L., & Labrague, L. J. (2013). Nurses’ Job satisfaction and Burnout :
Is there a Connection? International Journal of Advanced Nursing Studies, 2(1).
https://doi.org/10.14419/ijans.v2i1.583

Rostami, F., Pouya, A. B., Teimori-Boghsani, G., Jahangirimehr, A., Mehri, Z., & Feiz-Arefi, M.
(2021). Mental workload and job satisfaction in healthcare workers: The moderating role
of job control. Frontiers in Public Health, 9. https://doi.org/10.3389/fpubh.2021.683388

Rules for the implementation of Section 4 (EEE) of Republic Act no ... (2020). Retrieved March
9, 2023, from https://www.phcc.gov.ph/wp-content/uploads/2020/10/PCC_Rules-
Implementing-Section-4-eee-of-Bayanihan-Act-2_05Oct2020.pdf

122
Oducado, R. M., & Estoque, H. (2021). Online learning in nursing education during the COVID-
19 pandemic: Stress, satisfaction, and academic performance. Journal of Nursing
Practice, 4(2), 143-153.

Office of the Sangguniang Panlungsod. (2022, June 10). IT ADMIN, author at Office of the
Sangguniang Panlungsod | Page 4 of 6.
https://sp.davaocity.gov.ph/posts/author/itadmin/page/4/

Sapar, L., & Oducado, R. M. (2021). Revisiting job satisfaction and intention to stay: A cross-
sectional study among hospital nurses in the Philippines. Nurse Media Journal of
Nursing, 11(2), 133-143.

Søvold, L. E., Naslund, J. A., Kousoulis, A. A., Saxena, S., Qoronfleh, M. W., Grobler, C., &
Münter, L. (2021). Prioritizing the Mental Health and Well-Being of Healthcare Workers:
an urgent global public health priority. Frontiers in Public Health, 9.
https://doi.org/10.3389/fpubh.2021.679397

Staff, C. (2021, August 21). Plight and neglect of health workers a continuing crisis. CMFR.
https://cmfr-phil.org/media-ethics-responsibility/journalism-review/plight-and-neglect-of-
health-workers-a-continuing-crisis/

Stolle, S. (2023, February 7). Thematic Analysis ~ a 6-step guide. BachelorPrint Thematic
Analysis A 6Step Guide Comments. Retrieved March 9, 2023, from
https://www.bachelorprint.co.uk/methodology/thematic-analysis/#:~:text=What%20are
%20the%206%20key,%2C%20summarization%20(writing%20up).

Strauss, A. L. (1967). The discovery of grounded theory: Strategies for qualitative research.
Aldine Publishing Company.
http://www.sxf.uevora.pt/wp-content/uploads/2013/03/Glaser_1967.pdf

Sundler, A. J., Lindberg, E., Nilsson, C., & Palmér, L. (2019). Qualitative thematic analysis
based on descriptive phenomenology. Nursing Open. https://doi.org/10.1002/nop2.275

The COVID-19 (Coronavirus) pandemic on JSTOR. (n.d.).

https://www.jstor.org/stable/27004191

University of the Philippines Population Institute (UPPI) and Demographic Research and
Development Foundation, Inc. (DRDF). (2020, August). Human Resource for Health in
the Time of the COVID-19 Pandemic: Does the Philippines Have Enough? (UPPI/DRDF
Research Brief No. 8). Retrieved from
https://www.uppi.upd.edu.ph/sites/default/files/pdf/COVID-19-Research-Brief-08.pdf.

UP Population Institute. (2020). COVID-19 Research Brief 08:

https://www.allianzcare.com/en/support/health-and-wellness/national-healthcare-
systems/healthcare-in-philippines.html

Vindrola-Padros, C., Andrews, L., Dowrick, A., Djellouli, N., Fillmore, H., Gonzalez, E. B., ... &
Johnson, G. (2020). Perceptions and experiences of healthcare workers during the
COVID-19 pandemic in the UK. BMJ open, 10(11), e040503.

123
Vizheh, M., Qorbani, M., Arzaghi, S. M., Muhidin, S., Javanmard, Z., & Esmaeili, M. (2020). The
mental health of healthcare workers in the COVID-19 pandemic: A systematic review.
Journal of Diabetes and Metabolic Disorders, 19(2), 1967–1978.
https://doi.org/10.1007/s40200-020-00643-9

VOA News. (2020, April 7). Philippine Health Workers Battle Coronavirus, Harassment. VOA.
https://www.voanews.com/a/science-health_coronavirus-outbreak_philippine-health-
workers-battle-coronavirus-harassment/6187110.html

Why we need healthcare professionals | George Washington University. (2020).

https://healthcaremba.gwu.edu/blog/5-reasons-why-we-need-healthcare-professionals-
now-more-than-ever

World Health Organization. (2020, February 24). A guide to preventing and addressing social
stigma associated with covid-19. World Health Organization. Retrieved March 9, 2023,
from https://www.who.int/publications/m/item/a-guide-to-preventing-and-addressing-
social-stigma-associated-with-covid-19

World Health Professions Alliance- c/o FDI World Dental Federation. (2020, March). The World
Health Professions Alliance speaks for more than 41 million health professionals
worldwide, assembling essential knowledge and experience from the key health
professions in more than 130 countries. world-health-professionals-call-governments-
prioritise-support-healthcare. Retrieved March 9, 2023, from
https://www.whpa.org/news-resources/statements/world-health-professionals-call-
governments-prioritise-support-healthcare

124
 Appendix A

Research Instruments

I. Key Informant Interview Guide

IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

EXPERIENCES, CHALLENGES, COPING MECHANISMS AND

RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Researchers: Harvey Andre Montesclaros, James Amadeus Sungcad, Jethro De Juan,

Karyl Rashane Lagrama, Meca Ella Patalinghog, Rizalito Rosal Jr.

Mentor: Ms. Mary Donna Grace Cuenca

Respondent’s Name:

Age:

125
Sex o Male

o Female

Job Position

Role in the implementation

Agency/Office/Sector/Department

INTERVIEW GUIDELINES:

1. The interview is expected to take approximately 45 minutes.

2. With your permission, the interview will be audio-recorded to ensure that your

responses are accurately captured. The recordings will be transcribed for

analysis, and all audio recordings will be deleted once transcription is complete.

3. Before the interview begins, you will be asked to provide verbal consent to

participate in this interview. If you have any questions about the consent process

or wish to withdraw at any time, please feel free to do so.

4. The interview will proceed as follows:

I. At the beginning of the interview proper, you will be asked to provide a

brief introduction of yourself and other information relevant to the subject

of the study.

II. The researcher/s will ask open-ended questions during the interview

proper, encouraging you to share your experiences and insights related to

the subject of the study.

126
 III. To ensure a deeper understanding, the researcher/s will ask follow-up

questions or seek clarification. Please feel free to elaborate on your

responses.

IV. If possible, please provide specific examples or anecdotes to support

your responses.

V. If any questions make you uncomfortable or you do not wish to answer,

feel free to inform the researcher/s.

Questions

Part I. Experiences:

1. What is your role/involvement in the implementation of the MAT benefits provided

under paragraph L of the Bayanihan to Recover as One Act (RA 11494)?

2. How did you select/determine those who are eligible for the MAT benefits?

3. Did your office/department conduct an orientation/meeting for information

dissemination concerning the implementation of the MAT benefits?

3.1. IF YES:

3.1.1. What were covered during the orientation/meeting?

3.1.2. Who were the actors involved/present in the orientation/meeting?

3.1.3. How was your experience?

4. How was your experience in processing the documents submitted by the

beneficiaries?

5. How was your experience in procuring, providing, and or distributing:

127
 5.1. Meals

5.2. Accommodation

5.3. Transportation

5.4. Cash

6. How would you describe the organizational support, capacity, and availability of

technical assistance your department/agency received in the implementation of

MAT benefits?

7. From your experience, how would you describe the beneficiaries’ responsiveness

to the program?

8. From your overall experience, how would you describe the characteristics of the

program?

9. From your perspective, how would you describe the overall experiences of your

department/agency with regard to the implementation of MAT benefits?

Part II. Challenges:

1. What challenges did you encounter in processing the application of healthcare

workers eligible for the MAT benefits?

2. What challenges did you encounter in the procurement and distribution of MAT

benefits, specifically in terms of:

2.1. Meals

2.2. Accommodation

2.3. Transportation

2.4. Cash

Part III. Coping Mechanisms:

128
 1. In light of these challenges, could you elaborate on any coping mechanisms or

strategies that you employed to navigate the implementation of MAT benefits

under RA 11494?

Part IV. Recommendations: to enhance the implementation process of benefits

accorded to healthcare workers during a state of national emergency, specifically in

terms of:

1. Based on your experiences, what recommendations or suggestions do you have

1.1. Documentary requirements

1.2. Submission of documentary requirements

1.3. Actual Distribution of benefits

1.4. Communication

1.5. Others

I. In-depth Interview Guide

Respondent’s Name:

Age:

Sex o Male

o Female

Occupation/Designation

Job Position

Agency/Office/Sector/Department

129
Employment Status o Full-Time Employment

o Part-Time Employment

o Seasonal Employment

o Contractual Employment

o Internship

o Probationary Period

o Zero-Hours Contract

INTERVIEW GUIDELINES:

1. The interview is expected to take approximately 45 minutes.

2. With your permission, the interview will be audio-recorded to ensure that your

responses are accurately captured. The recordings will be transcribed for

analysis, and all audio recordings will be deleted once transcription is complete.

3. Before the interview begins, you will be asked to provide verbal consent to

participate in this interview. If you have any questions about the consent process

or wish to withdraw at any time, please feel free to do so.

4. The interview will proceed as follows:

I. At the beginning of the interview proper, you will be asked to provide a

II. brief introduction of yourself and other information relevant to the subject

of the study.

III. The researcher/s will ask open-ended questions during the interview

proper, encouraging you to share your experiences and insights related to

the subject of the study.

130
 IV. To ensure a deeper understanding, the researcher/s will ask follow-up

questions or seek clarification. Please feel free to elaborate on your

responses.

V. If possible, please provide specific examples or anecdotes to support

your responses.

VI. If any questions make you uncomfortable or you do not wish to answer,

feel free to inform the researcher/s.

Questions

Part I. Experiences:

1. How did you learn of the Meals, Accommodation, and Transportation

allowances provided under paragraph L of the Bayanihan to Recover as One

Act (RA 11494)?

1.1. How did you know you were eligible for the MAT benefits?

1.2. How and where did you learn about the documentary requirements to

receive your MAT benefits?

2. What were the documents required? How was your experience in procuring

the documentary requirements?

3. How was your experience in the submission of the documentary

requirements?

4. Did you receive the MAT benefits?

4.1. If yes, in what form?

a. In-kind and Actual Services

4.1.2. How long did you have to wait for the MAT benefits?

4.1.2. How was your experience with the provided meals?

4.1.3. How was your experience with the provided accommodation?

131
 4.1.4. How was your experience with the provided transportation

services?

b. In cash

4.1.5. How long did you have to wait for the MAT benefits?

4.1.6. How much did you receive?

4.1.7. How was your experience in claiming the MAT benefits?

5. From your experience, how would you describe the documentary

requirements sat by the government for the implementation of MAT benefits?

6. From your experience, how would you describe the application process for

the distribution of MAT benefits as implemented by the government?

7. How would you describe the organizational support, capacity, and availability

of technical assistance you received in the implementation of MAT benefits?

8. How would you describe the responsiveness and accommodation of the

implementers to the inquiries of healthcare workers concerning the promised

distribution of MAT benefits?

9. From your overall experience, how would you describe the facilitator’s

capacity and competence in implementing the program?

10. From your overall experience, how would you describe the characteristics of

the program?

11. From your perspective, how would you describe the overall experiences of

healthcare workers with regard to the implementation of MAT benefits?

Part II. Challenges:

1. What challenges did you encounter in securing the documentary requirements

sat by the government for the distribution of MAT benefits?

2. What challenges did you encounter in the submission of the documents?

132
 3. What challenges did you encounter in receiving/claiming your MAT benefits?

Part III. Coping Mechanisms:

1. In light of these challenges, could you elaborate on any coping mechanisms or

strategies that you employed in order to navigate the implementation of MAT

benefits under RA 11494?

Part IV. Recommendations:

1. Based on your experiences, what recommendations or suggestions do you have

to enhance the implementation process of benefits accorded to healthcare

workers during a state of national emergency, specifically in terms of:

1.1. Documentary requirements

1.2. Submission of documentary requirements

1.3. Actual Distribution of benefits

1.4. Communication

1.5. Others

Appendix B

Translated Key Informant Interview Guide

I. Tagalog Translation

IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

EXPERIENCES, CHALLENGES, COPING MECHANISMS AND

RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Researchers: Harvey Andre Montesclaros, James Amadeus Sungcad, Jethro De

133
 Juan, Karyl Rashane Lagrama, Meca Ella Patalinghog, Rizalito Rosal Jr.

Mentor: Ms. Mary Donna Grace Cuenca

Pangalan sa Tumutugon:

Edad:

Kasarian o Lalake

o Babae

Posisyon sa trabaho

Papel sa pagpatupad

Ahensya/Opisina/Sektor/Kagawaran

GABAY SA PANAYAM:

1. Inaasahan na tatagal ang panayam ng mga 45 minuto.

2. Kung papayagan mo, ang panayam ay maire-record sa audio upang matiyak na

maayos na naitala ang iyong mga sagot. Ang mga recording ay a-transcribe para

sa analisis, at ang lahat ng audio recording ay aalisin pagkatapos ng

transkripsyon.

3. Bago magsimula ang panayam, hihilingin sayo na magbigay ng verbal na

pahintulot na lumahok sa panayam. Kung mayroon kang mga tanong tungkol sa

134
 proseso ng pahintulot o nais kang mag-withdraw sa anumang oras, huwag kang

mag-atubiling gawin ito.

4. Ang panayam ay magpapatuloy ayon sa mga sumusunod:

I. Sa simula ng tamang panayam, hihilingan ka na magbigay ng maikling

pagpapakilala tungkol sa iyong sarili at iba pang impormasyon kaugnay sa paksa

ng pag-aaral.

II. Magtatanong ang mananaliksik o mga mananaliksik ng mga open-ended na mga

tanong sa buong panayam, na nag-encourage sa iyo na ibahagi ang iyong mga

karanasan at pananaw kaugnay ng paksa ng pag-aaral.

III. Upang siguruhing mas malalim na nauunawaan, magtatanong ang mananaliksik

o mga mananaliksik ng mga follow-up na mga tanong o hihingi ng klaripikasyon.

Huwag kang mag-atubiling magbigay ng karagdagang paliwanag sa iyong mga

sagot.

IV. Kung maaari, mangyaring magbigay ka ng mga tiyak na halimbawa o kwento

upang suportahan ang iyong mga sagot.

V. Kung mayroong mga tanong na nagpapakaramdam kang hindi komportable o

hindi mo nais sagutin, huwag kang mag-atubiling ipabatid ito sa mananaliksik o

mga mananaliksik.

Mga Tanong:

Bahagi I. Mga Karanasan:

1. Ano ang iyong papel o partisipasyon sa pagpapatupad ng mga benepisyong

MAT na ibinibigay sa ilalim ng seksyon L ng Bayanihan to Recover as One Act

(RA 11494)?

135
2. Paano mo pinili o tinukoy ang mga nararapat para sa mga benepisyong MAT?

3. Nag-conduct ba ang iyong opisina/department ng orientasyon o pagpupulong

para sa pagpapalaganap ng impormasyon tungkol sa pagpapatupad ng mga

benepisyong MAT?

3.1 KUNG OO:

3.1.1 Ano ang mga naging paksa sa orientasyon o pagpupulong?

3.1.2 Sino-sino ang mga kasama o aktor na kasali sa orientasyon o

pagpupulong?

3.1.3 Ano ang iyong karanasan?

4. Paano mo nasaksihan ang pagproseso ng mga dokumento na isinumite ng mga

benepisyaryo?

5. Paano mo nasaksihan ang pag-angkat, pagbibigay, o pag-distribute ng:

5.1 Pagkain

5.2 Accommodation

5.3 Transportasyon

5.4 Pera

6. Paano mo madeskribing ang suporta ng organisasyon, kapasidad, at kahandaan

ng tulong teknikal na natanggap ng inyong departamento/ahensya sa

pagpapatupad ng mga benepisyong MAT?

7. Base sa iyong karanasan, paano mo ina-deskribing ang pagtugon ng mga

benepisyaryo sa programa?

8. Mula sa iyong kabuuang karanasan, paano mo ina-deskribing ang mga

katangian ng programa?

9. Mula sa iyong perspektibo, paano mo ina-deskribing ang kabuuang karanasan

ng iyong departamento/ahensya kaugnay sa pagpapatupad ng mga benepisyong

MAT?

136
Bahagi II. Mga Hamon:

1. Anong mga hamon ang iyong naranasan sa pagproseso ng aplikasyon ng mga

manggagawang pangkalusugan na karapat-dapat sa mga benepisyong MAT?

2. Anong mga hamon ang iyong naranasan sa pag-aangkat at pag-distribute ng

mga benepisyong MAT, partikular sa mga aspeto ng:

2.1 Pagkain

2.2 Accommodation

2.3 Transportasyon

2.4 Cash

Bahagi III. Mga Paraan ng Pagaamit:

1. Sa harap ng mga hamon na ito, maari mo bang maipaliwanag ang mga

mekanismo o mga estratehiya na iyong ginamit upang mag-navigate sa

pagpapatupad ng mga benepisyong MAT sa ilalim ng RA 11494?

Bahagi IV. Mga Rekomendasyon:

1. Batay sa iyong mga karanasan, anong mga rekomendasyon o mungkahi ang

iyong mayroon upang mapabuti ang proseso ng pagpapatupad ng mga

benepisyong iginawad sa mga manggagawang pangkalusugan sa panahon ng

isang estado ng pambansang krisis, partikular sa mga aspeto ng:

1.1 Mga kinakailangang dokumento

1.2 Paggawa ng mga dokumentong kinakailangan

1.3 Aktuwal na distribusyon ng mga benepisyo

1.4 Komunikasyon

1.5 Iba pa

137
II. Bisaya Translation

IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

EXPERIENCES, CHALLENGES, COPING MECHANISMS AND

RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Researchers: Harvey Andre Montesclaros, James Amadeus Sungcad, Jethro De

Juan, Karyl Rashane Lagrama, Meca Ella Patalinghog, Rizalito Rosal Jr.

Mentor: Ms. Mary Donna Grace Cuenca

Ngalan sa Respondente:

Edad:

Kasarian o Lalake

o Babae

Posisyon sa trabaho

Papel sa pagpatuman

Ahensya/Opisina/Sektor/Departamento

138
GUIDELINES SA INTERBYU:

1. Gi-epekto nga ang interbyu makadugang ug tulo ka-kwarta ka minutos.

2. Sa imong pahintulot, ang interbyu ipa-record sa audio aron masiguro nga ma-

accurately kuhaon ang imong mga tubag. Ang mga rekording ipadala para sa

pagsusuri, ug ang tanang audio rekording ipadili human ang transkripsyon

kinatapos.

3. Sa wala pa mag-umpisa ang interbyu, kamo pagayuon nga maghatag sa verbal

nga pagtugot sa pagsalmot niini nga interbyu. Kon adunay mga pangutana

mahitungod sa proseso sa pagtugot o gusto mo mag-atras sa bisan unsang oras,

hinaot nga ikaw moanhi niini.

4. Ang interbyu magpadayon sumala niini:

I. Sa sugod sa kaatbang sa tinuod nga interbyu, kamo pagayuon nga

maghatag ug kasayoran kabahin sa kaugalingon ug ubang impormasyon nga

may kalabutan sa subyekto sa pagsusi.

II. Ang mga mananaliksik mangutana ug magpaluyo og mga bukas nga

pangutana sulod sa tinuod nga interbyu, pinaagi sa pagsalmot kanimo sa

imong mga kasinatian ug mga pagtuon may kalabutan sa subyekto sa

pagsusi.

III. Aron masiguro ang mas hingpit nga pagkabalo, ang mga mananaliksik mo-

hangyo og pangutana nga mangayo og kahibalo o pagkatin-aw. Hinaot nga

magmaluwas ka sa pagpamugos sa imong mga tubag.

IV. Kon mahimo, hinaot nga maghatag ka og mga konkretong halimbawa o mga

kwento aron suportahan ang imong mga tubag.

V. Kon adunay mga pangutana nga nagpakaulaw kanimo o dili mo gusto

tubagon, hinaot nga i-kuwento mo kini ngadto sa mga mananaliksik.

139
Mga Pangutana

Bahin I. Kasinatian:

1. Unsa ang imong papel/pagsalmot sa implementasyon sa mga benepisyo sa MAT

sumala sa paragraph L sa Bayanihan to Recover as One Act (RA 11494)?

2. Unsaon nimo pagpili/pag-determinar sa mga buhatan nga mahimong makuhaan

sa MAT benefits?

3. Gipahigayon ba sa inyong opisina/ahensya ang usa ka orientation/miting alang

sa pagkalat sa impormasyon kabahin sa implementasyon sa MAT benefits?

3.1. KUNG OO:

3.1.1. Unsa ang gi-kab-ihan sa orientation/miting?

3.1.2. Kinsa ang mga tawo nga naka-apil/nag-atiman sa

orientation/miting?

3.1.3. Unsa imong kasinatian?

4. Unsa imong kasinatian sa pagproseso sa mga dokumento nga gipasa sa mga

benepisyaryo?

5. Unsa imong kasinatian sa pagpanguma, paghatag, o pag-distribute sa:

5.1. Mga Panihapon

5.2. Pagkitaan

5.3. Transportasyon

5.4. Kuwarta

6. Unsa imong pagsulti kabahin sa suporta sa organisasyon, kakayuhan, ug kalit

nga tabang nga nadawat sa inyong departamento/ahensya sa implementasyon

sa MAT benefits?

7. Sukad sa imong kasinatian, unsa imong pagsulti kabahin sa pag-responde sa

mga benepisyaryo ngadto sa programa?

140
 8. Sukad sa imong pangkab-ot nga kasinatian, unsa imong pagsulti kabahin sa mga

katangian sa programa?

9. Sukad sa imong panglantaw, unsa imong pagsulti kabahin sa pangkab-ot nga

kasinatian sa inyong departamento/ahensya kabahin sa implementasyon sa MAT

benefits?

Bahin II. Mga Kabudlayan:

1. Unsa nga mga kabudlayan ang imong natagamtan sa pagproseso sa aplikasyon

sa mga healthcare workers nga mahimong makatagamtam sa MAT benefits?

2. Unsa nga mga kabudlayan ang imong natagamtan sa panguma ug pag-distribute

sa MAT benefits, labaw na sa bahin sa:

2.1. Mga Panihapon

2.2. Pagkitaan

2.3. Transportasyon

2.4. Kuwarta

Bahin III. Mga Luyo nga Tikang:

1. Sa tuyo sa mga kabudlayan, mahimo ka bang maglantaw sa bisan unsang mga

luyo nga tikang o mga estratehiya nga imong gipang-apply aron masulbad ang

implementasyon sa MAT benefits ubos sa RA 11494?

Bahin IV. Mga Rekomendasyon:

1. Base sa imong kasinatian, unsa mga rekomendasyon o sgestyon imong gihatag

aron mapalig-on ang proseso sa paghatag sa mga benepisyo ngadto sa mga

healthcare workers sa panahon sa nasudnong katalagman, labaw na sa bahin

sa:

141
 1.1. Mga kinahanglanon sa dokumento

1.2. Pagpasa sa mga dokumento

1.3. Tinuod nga pag-distribute sa mga benepisyo

1.4. Komunikasyon

1.5. Ubang aspeto

Appendix C

Translated In-depth Interview Guide

I. Tagalog Translation

142
 IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

EXPERIENCES, CHALLENGES, COPING MECHANISMS AND

RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Researchers: Harvey Andre Montesclaros, James Amadeus Sungcad, Jethro De

Juan, Karyl Rashane Lagrama, Meca Ella Patalinghog, Rizalito Rosal Jr.

Mentor: Ms. Mary Donna Grace Cuenca

Pangalan ng Respondente:

Edad:

Kasarian o Lalake

o Babae

Trabaho/Posisyon

Posisyon sa Trabaho

Ahensiya/Opisina/Sektor/Departamento

Kalagayan sa Trabaho o Full-Time na Trabaho

o Part-Time na Trabaho

o Pana-panahong Trabaho

o Kontraktwal na Trabaho

o Internship

143
 o Panahon ng Probationary

o Kontrata ng Zero-Hours

GABAY SA PANAYAM:

1. Inaasahan na ang panayam ay tatagal ng mga 45 minuto.

2. Sa iyong pahintulot, ang panayam ay aalugin upang matiyak na ang iyong mga

sagot ay nauukit ng tama. Ang mga talaan ay isasalin sa teksto para sa

pagsusuri, at lahat ng mga audio na talaan ay aalisin pagkatapos ng pagsasalin.

3. Bago magsimula ang panayam, hinihiling naming magbigay ka ng pahintulot sa

pamamagitan ng verbal na pagsang-ayon na makilahok sa panayam na ito. Kung

mayroon kang anumang mga tanong ukol sa proseso ng pagsang-ayon o nais na

mag-atras anumang oras, huwag kang mag-atubiling gawin ito.

4. Ang panayam ay magpapatuloy ayon sa mga sumusunod:

I. Sa simula ng aktuwal na panayam, ikaw ay tatanungin na magbigay ng

maikli at

II. may-kinalaman na impormasyon ukol sa iyong sarili at iba pang

impormasyon na may kinalaman sa paksa ng pag-aaral.

III. Ang mga mananaliksik ay magtatanong ng mga bukas na tanong habang

nagpapatuloy ang panayam, hinihikayat ka na magbahagi ng iyong mga

karanasan at mga opinyon kaugnay ng paksa ng pag-aaral.

IV. Upang masiguro ang mas malalim na pang-unawa, ang mga

mananaliksik ay magtatanong ng mga karagdagang tanong o hihingi ng

paliwanag.

V. Mangyaring magbigay ng karagdagang detalye sa iyong mga sagot kung

maaari.

144
 VI. Kung may mga tanong na nagpaparamdam sa iyo ng kahit anong kaba o

kung ikaw ay hindi nais na sumagot, huwag kang mag-atubiling ipaalam

ito sa mga mananaliksik.

MGA TANONG

Bahagi I. Mga Kaganapan:

1. Paano mo natuklasan ang mga Benepisyo sa mga Panihapon, Pagkitaan, at

Serbisyo sa Transportasyon na ibinibigay sa ilalim ng paragraph L ng Bayanihan to

Recover As One Act (RA 11494)?

1.1. Paano mo natuklasan na ikaw ay karapat-dapat sa mga benepisyo ng MAT?

1.2. Paano at saan mo natutunan ang mga kinakailangang dokumento upang

makatanggap ng iyong mga benepisyo ng MAT?

2. Ano ang mga dokumentong kinakailangan? Ano ang iyong karanasan sa pagkuha

ng mga kinakailangang dokumento?

3. Ano ang iyong karanasan sa pagpasa ng mga kinakailangang dokumento?

4. Natanggap mo ba ang mga benepisyo ng MAT?

4.1. Kung oo, sa anong anyo?

A. Sa uri ng serbisyo at Aktwal na Serbisyo

4.1.2. Gaano katagal mo itong hinintay?

4.1.2. Ano ang iyong karanasan sa mga inihandang panihapon?

4.1.3. Ano ang iyong karanasan sa mga inihandang pagkitaan?

4.1.4. Ano ang iyong karanasan sa mga inihandang serbisyo sa

transportasyon?

B. Sa pera

4.1.5. Gaano katagal mo itong hinintay?

4.1.6. Gaano kalaki ang iyong natanggap?

145
 4.1.7. Ano ang iyong karanasan sa pagkuha ng mga benepisyo ng MAT?

5. Batay sa iyong karanasan, paano mo inilarawan ang mga kinakailangang dokumento

na itinakda ng pamahalaan para sa implementasyon ng mga benepisyo ng MAT?

6. Batay sa iyong karanasan, paano mo inilarawan ang proseso ng aplikasyon para sa

distribusyon ng mga benepisyo ng MAT tulad ng itinataguyod ng pamahalaan?

7. Paano mo inilarawan ang suporta, kakayahan, at kahandaan ng teknikal na tulong

na iyong natanggap sa implementasyon ng mga benepisyo ng MAT?

8. Paano mo inilarawan ang responsibilidad at pagtanggap ng mga tagapagpatupad ng

mga katanungan ng mga healthcare worker ukol sa ipinangakong distribusyon ng

mga benepisyo ng MAT?

9. Batay sa iyong kabuuang karanasan, paano mo inilarawan ang kakayahan at

kasanayan ng tagapamagitan sa pagpapatupad ng programa?

10. Batay sa iyong kabuuang karanasan, paano mo inilarawan ang mga katangian ng

programa?

11. Mula sa iyong pananaw, paano mo inilarawan ang kabuuang karanasan ng mga

healthcare worker ukol sa implementasyon ng mga benepisyo ng MAT?

Bahagi II. Mga Hamon:

1. Anong mga hamon ang iyong natagpuan sa pagkuha ng mga kinakailangang

dokumento na itinakda ng pamahalaan para sa distribusyon ng mga benepisyo ng

MAT?

2. Anong mga hamon ang iyong natagpuan sa pagpasa ng mga dokumento?

3. Anong mga hamon ang iyong natagpuan sa pagtanggap/pagkuha ng iyong mga

benepisyo ng MAT?

Bahagi III. Pamamaraan ng Paghaharap:

146
1. Sa harap ng mga hamon na ito, maari mo bang maipaabot ang mga pamamaraan o

estratehiya na iyong ginamit upang malampasan ang implementasyon ng mga

benepisyo ng MAT sa ilalim ng RA 11494?

Bahagi IV. Mga Mungkahi:

1. Batay sa iyong mga karanasan, anong mga mungkahi o payo ang mayroon ka

upang mapabuti ang proseso ng implementasyon ng mga benepisyo na ibinibigay sa

mga healthcare worker sa panahon ng pambansang kalamidad, lalung-lalo na sa

mga aspeto ng:

1.1. Kinakailangang Dokumento

1.2. Paggawa ng Dokumento

1.3. Aktwal na Distribusyon ng mga Benepisyo

1.4. Komunikasyon

1.5. Iba pang mga aspeto

II. Bisaya Translation

IMPLEMENTATION OF MEALS, ACCOMMODATION, TRANSPORTATION (MAT)

BENEFITS UNDER THE BAYANIHAN TO RECOVER AS ONE ACT (RA 11494):

147
 EXPERIENCES, CHALLENGES, COPING MECHANISMS AND

RECOMMENDATIONS OF STAKEHOLDERS IN DAVAO CITY

Researchers: Harvey Andre Montesclaros, James Amadeus Sungcad, Jethro De

Juan, Karyl Rashane Lagrama, Meca Ella Patalinghog, Rizalito Rosal Jr.

Mentor: Ms. Mary Donna Grace Cuenca

Ngalan sa Respondente:

Edad:

Kasarian o Lalake

o Babae

Trabaho/Pinilingan

Posisyon sa Trabaho

Ahensiya/Opisina/Sektor/Departamento

Katayuan sa Trabaho o Full-Time nga Trabaho

o Part-Time nga Trabaho

o Panahon nga Trabaho

o Kontraktuwal nga Trabaho

o Internship

o Probationary nga Panagda

o Zero-Hours nga Kontrata

148
MGA ALITUNGGABAN SA INTERBYU:

1. Ingon nga gipangandoy, gi-estimar nga ang interbyu magdugang og duha ka-

kwarta ka oras.

2. Sa imong pahintulot, ang interbyu ipa-record sa audio aron masiguro nga ma-

accurately kuhaon ang imong mga tubag. Ang mga rekording ipadala para sa

pagsusuri, ug ang tanang audio rekording ipadili human ang transkripsyon

kinatapos.

3. Sa wala pa mag-umpisa ang interbyu, kamo pagayuon nga maghatag sa verbal

nga pagtugot sa pagsalmot niini nga interbyu. Kon adunay mga pangutana

mahitungod sa proseso sa pagtugot o gusto mo mag-atras sa bisan unsang oras,

hinaot nga ikaw moanhi niini.

4. Ang interbyu magpadayon sumala niini:

I. Sa sugod sa kaatbang sa tinuod nga interbyu, kamo pagayuon nga

maghatag ug

II. kasayoran kabahin sa kaugalingon ug ubang impormasyon nga may

kalabutan sa subyekto sa pagsusi.

III. Ang mga mananaliksik mangutana ug magpaluyo og mga bukas nga

pangutana sulod sa tinuod nga interbyu, pinaagi sa pagsalmot kanimo sa

imong mga kasinatian ug mga pagtuon may kalabutan sa subyekto sa

pagsusi.

IV. Aron masiguro ang mas hingpit nga pagkabalo, ang mga mananaliksik mo-

hangyo og pangutana nga mangayo og kahibalo o pagkatin-aw. Hinaot nga

magmaluwas ka sa pagpamugos sa imong mga tubag.

V. Kon mahimo, hinaot nga maghatag ka og mga konkretong halimbawa o mga

kwento aron suportahan ang imong mga tubag.

149
 VI. Kon adunay mga pangutana nga nagpakaulaw kanimo o dili mo gusto

tubagon, hinaot nga i-kuwento mo kini ngadto sa mga mananaliksik.

MGA PANGUTANA

Bahin I. Kasinatian:

1. Unsa paagi nimo nahibaw-an kabahin sa mga benepisyo sa mga Panihapon,

Pagkitaan, ug Serbisyo sa Transportasyon nga gihatag ubos sa paragraph L sa

Bayanihan to Recover As One Act (RA 11494)?

1.1. Unsa paagi nimo nahibaw-an nga mahimong maka-angkon sa MAT

benefits?

1.2. Unsa ug asa nimo nadawat ang mga kinahanglanon sa dokumento aron

makabaton sa imong MAT benefits?

2. Unsa ang mga dokumento nga kinahanglanon? Unsa imong kasinatian sa

pagkuha sa mga dokumento nga kinahanglan?

3. Unsa imong kasinatian sa pagpasa sa mga dokumento nga kinahanglanon?

4. Nadawat ba nimo ang MAT benefits?

4.1. Kung oo, unsa ang porma?

A. Sa likay-likay ug Aktwal nga Serbisyo

4.1.2. Pila ka adlaw nimo gi-antos aron makadawat sa MAT

benefits?

4.1.2. Unsa imong kasinatian sa mga gihatag nga panihapon?

4.1.3. Unsa imong kasinatian sa mga gihatag nga pagkitaan?

4.1.4. Unsa imong kasinatian sa mga gihatag nga serbisyo sa

transportasyon?

B. Sa kuwarta

150
 4.1.5. Unsa ka dugay nimo gi-antos aron makadawat sa MAT

benefits?

4.1.6. Pila ka kwarta imong nadawat?

4.1.7. Unsa imong kasinatian sa pag-kuha sa MAT benefits?

5. Sukad sa imong kasinatian, unsa imong pagsulti kabahin sa mga kinahanglanon

sa dokumento nga gitakda sa gobyerno alang sa implementasyon sa MAT

benefits?

6. Sukad sa imong kasinatian, unsa imong pagsulti kabahin sa proseso sa

aplikasyon alang sa distribusyon sa MAT benefits sumala sa gi-implementar sa

gobyerno?

7. Unsa imong pagsulti kabahin sa suporta sa organisasyon, kakayuhan, ug

kahinanglanon sa teknikal nga tabang nga nadawat nimo sa implementasyon sa

MAT benefits?

8. Unsa imong pagsulti kabahin sa responsiblidad ug pagsalmot sa mga tagdumala

sa mga pagtutukoy sa mga healthcare workers kabahin sa gisaad nga

distribusyon sa MAT benefits?

9. Sukad sa imong pangkab-ot nga kasinatian, unsa imong pagsulti kabahin sa

kapasidad ug kompetensya sa mga nagpasiugda sa programa?

10. Sukad sa imong pangkab-ot nga kasinatian, unsa imong pagsulti kabahin sa mga

katangian sa programa?

11. Sukad sa imong lantaw, unsa imong pagsulti kabahin sa pangkab-ot nga

kasinatian sa mga healthcare workers kabahin sa implementasyon sa MAT

benefits?

Bahin II. Kabudlayan:

151
 1. Unsa nga mga kabudlayan imong gipas-anan sa pagkuha sa mga kinahanglanon

sa dokumento nga gitakda sa gobyerno alang sa distribusyon sa MAT benefits?

2. Unsa nga mga kabudlayan imong gipas-anan sa pagpasa sa mga dokumento?

3. Unsa nga mga kabudlayan imong gipas-anan sa pag-angkon/pag-kuha sa imong

MAT benefits?

Bahin III. Mga Tikang sa Pag-agi:

1. Sa tuyo sa mga kabudlayan, mahimo ka bang maglantaw sa bisan unsang mga

tikang sa pag-agi o mga estratehiya nga imong gipang-apply aron masulbad ang

implementasyon sa MAT benefits ubos sa RA 11494?

Bahin IV. Mga Rekomendasyon:

1. Base sa imong kasinatian, unsa mga rekomendasyon o mga sgestyon imong

gihatag aron mapalig-on ang proseso sa paghatag sa mga benepisyo sa mga

healthcare workers sa panahon sa nasudnong katalagman, labaw na sa bahin

sa:

1.1. Mga kinahanglanon sa dokumento

1.2. Pagpasa sa mga dokumento

1.3. Tinuod nga pag-distribute sa mga benepisyo

1.4. Komunikasyon

1.5. Ubang aspeto

152
 Appendix D

Transmittal Letters

I. For key informant (HRMO)

MS. MELODY C. HERRERA

Officer-in-Charge

HRMO

We hope this letter finds you in good health and high spirits!

We are student researchers from Ateneo de Davao University, currently undertaking a

research study titled, Implementation Of MAT Benefits Under The Bayaihan To

Recover As One Act (RA 11494): Experiences, Challenges, Coping Mechanisms,

and Recommendations of Stakeholders in Davao City. The purpose of this study is

to explore and understand the experiences, challenges, coping mechanisms, and

recommendations of both beneficiaries and implementers in Davao City regarding the

implementation of meals, accommodation, and transportation (MAT) benefits under

the Bayanihan to Recover as One Act (RA 11494).

We are once again writing to request the participation of the following in a research

interview:

1. ATTY. LAWRENCE D. BANTIDING of the City Treasurer’s Office;

153
 2. MS. VINGELIN A. BAJAN of the City Accountant’s Office, and;

3. PAYROLL TEAM of the Human Resource Management Office

Their expertise and perspective on the matter are highly valued. Their contribution will

be crucial in shedding light on the success, effectiveness and implications of the

aforementioned act's implementation.

Participation in this study will involve:

1. A one-on-one interview, which will last approximately 45 minutes.

2. Candid discussions about their experiences, challenges faced, coping mechanisms

adopted, and any recommendations they and their institution/department may have

related to the implementation of MAT benefits under RA 11494.

Additionally,, we we are interested in obtaining a list of healthworkers in Davao City

that were eligible for meals, accommodation, and transportation allowance benefits as

part of our research initiative. In this regard, we kindly request that you provide us with

the list of such eligible healthworkers under City Health Office. We would greatly

appreciate it if you could also indicate whether or not each healthworker received the

aforementioned remuneration. This information will help us ensure the accuracy of our

records and enhance the quality of our research findings.

Please rest assured that privacy is of the utmost importance to us, and all data

provided will be handled with strict confidentiality and in compliance with

154
applicable data protection regulations. The information you provide will be used

solely for research purposes at Ateneo de Davao University, and it will play a

crucial role in shaping the outcomes of our study.

The information gathered will aid in enhancing the policies and measures in the

country, ensuring a better experience for all stakeholders involved.

Should you confirm, the interview will be conducted on FRIDAY, OCTOBER 06, 2023,

at their respective offices, ideally. Alternatively, we can arrange a virtual interview if it

suits the interviewees as their comfort and convenience are of utmost importance.

If you have any questions, concerns, or woud like to confirm, please feel free to

contact us through our following official contact information:

Meca Ella T. Patalinghog – Thesis Leader

Contact Number: 09466012657

Email: metpatalinghog@addu.edu.ph

Your confirmation of participation will be greatly appreciated on or before October 05,

so we can finalize the interview schedule and make the necessary arrangements.

Thank you for considering this request.

Sincerely,

155
 Meca Ella T. Patalinghog Jethro Pojas De Juan
4th Year Political Science Student of Ateneo 4th Year Political Science Student
ofAteneo de Davao University de Davao University

James Amadeus R. Sungcad Rizalito U. Rosal Jr.

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

Harvey Andre L. Montesclaros Karyl Rashane Lagrama

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

Noted by:

Mary Donna Grace Cuenca Dr. Christine Diaz

Thesis Mentor Thesis Adviser

Rhodalie Emilio
Department Chairwoman

II. For key informant (CHD)

ANNABELLE P. YUMANG, MD, MCH, CESO III

Regional Director

Department of Health-Davao Center for Health Development

156
J.P. Laurel Avenue, Bajada, Davao City

Greetings of Peace! I do hope this email finds you in good health and high spirits.

My name is Meca Ella Patalinghog, a student researcher from Ateneo de Davao

University. My thesis group recently conducted an interview with the technical

division team yesterday, October 03, 2023. We would like to express our heartfelt

gratitude for your department's invaluable participation in our recent healthcare study.

The insights shared and cooperation have been instrumental in our research efforts,

and we truly appreciate your commitment to furthering knowledge in this field.

As we move forward with our research, we are now in the process of gathering

additional data that will greatly contribute to the depth and accuracy of our study.

Specifically, we are interested in obtaining a list of Level 3 healthcare facilities in

Davao City that were eligible for meals, accommodation, and transportation allowance

benefits as part of our research initiative. In this regard, we kindly request that you

provide us with the list of such eligible healthcare facilities. We would greatly

appreciate it if you could also indicate whether or not each facility received the

aforementioned remuneration. This information will help us ensure the accuracy of our

records and enhance the quality of our research findings.

Please rest assured that privacy is of the utmost importance to us, and all data

provided will be handled with strict confidentiality and in compliance with

applicable data protection regulations. The information you provide will be used

solely for research purposes at Ateneo de Davao University, and it will play a

157
crucial role in shaping the outcomes of our study.

Once again, we extend our sincere appreciation for your department's participation

and cooperation. Your support is invaluable, and we look forward to your response at

your earliest convenience. If you have any questions or require further clarification,

please do not hesitate to reach out to us. We are more than happy to assist with any

queries you may have. Thank you for being an integral part of our research journey,

and we anticipate your continued support in our pursuit of knowledge.

Warm regards,

Sincerely,

Meca Ella T. Patalinghog Jethro Pojas De Juan

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo de Davao University de Davao University

James Amadeus R. Sungcad Rizalito U. Rosal Jr.

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

Harvey Andre L. Montesclaros Karyl Rashane Lagrama

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

Noted by:

Mary Donna Grace Cuenca Dr. Christine Diaz

Thesis Mentor Thesis Adviser

158
 Rhodalie Emilio
Department Chairwoman

III. For key informant (Camp Panacan Hospital)

COL ROGEL AL-RAHIM L LINZAG MAC (GSC)

Chief, Health Service Center - Eastern Mindanao

LTC VIRGILIO REGINALD M ACAIN JR MC (GSC)

Commanding Officer, CPH
Camp Panacan Hospital
5M36+8RQ, Bunawan, Davao City, Davao del Sur

We hope this letter finds you in good health and high spirits!

We are student researchers from Ateneo de Davao University, currently undertaking a

research study as part of our academic pursuits. We are writing to request your kind
permission to conduct a study within your esteemed institution. The purpose of this
study is to explore and understand the experiences, challenges, coping mechanisms,
and recommendations of concerned stakeholders in Davao City regarding the
implementation of meals, accommodation, and transportation (MAT) benefits under
the Bayanihan to Recover as One Act (RA 11494).

The Bayanihan to Recover as One Act (RA 11494) has brought about significant
support provided to our frontline workers, particularly in the healthcare sector, during
the time of pandemic. We believe that investigating the experiences of healthcare
workers and other stakeholders in the implementation of the MAT benefits is of utmost
importance. By conducting this study, we aim to contribute valuable insights that could
potentially enhance the implementation of similar benefits and support, ensuring that
they effectively address the needs and challenges faced by those they are intended to
support.

The study will involve in-depth interviews with healthcare workers within your hospital.
We assure you that all data collected will be kept confidential and used solely for the
purpose of the study. The findings will be compiled into a comprehensive report that

159
will be shared with your institution, providing valuable feedback and recommendations
that can contribute to the improvement of the distribution and utilization of MAT and
other similar benefits in the future.

We kindly seek your permission to access your hospital premises and engage with
your staff and stakeholders for this research endeavor. Our team is committed to
adhering to all hospital policies and protocols, and we are open to any guidance or
restrictions you may have regarding the conduct of the study.

We are excited about the prospect of collaborating with your institution and
contributing to the betterment of healthcare policies and practices.

Thank you for considering our request. We are more than willing to provide additional
information or answer any questions you may have. Please let us know your preferred
mode of communication and a convenient time for a brief discussion through our
following contact person:

Meca Ella T. Patalinghog – Thesis Leader

Contact Number: 09466012657
Email: metpatalinghog@addu.edu.ph

Looking forward to your favorable response.

Sincerely,

Meca Ella T. Patalinghog Jethro Pojas De Juan

4th Year Politicial Science Student of Ateneo 4th Year Political Science Student
of Ateneo de Davao University de Davao University

James Amadeus R. Sungcad Rizalito U. Rosal Jr.

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

Harvey Andre L. Montesclaros Karyl Rashane Lagrama

4th Year Political Science Student of Ateneo 4th Year Political Science Student
of Ateneo
de Davao University de Davao University

160
Noted by:

Mary Donna Grace Cuenca Dr. Christine Diaz

Thesis Mentor Thesis Adviser

Rhodalie Emilio
Department Chairwoman

161
 Appendix E

Grammarian Certificate

162
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: Jethro P. De Juan
Email: jpdejuan@addu.edu.ph
Contact Number: 09679031638

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Samapula Member, 2020 - 2023

ACHIEVEMENTS/AWARDS
Dean’s Lister - 2nd Semester 2020 - 2021

163
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: Karyl Rashane I. Lagrama
Email: krilagrama@addu.edu.ph
Contact Number: 09760905128

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Samapula Member, 2020 - 2023

ACHIEVEMENTS/AWARDS

164
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: Harvey Andre L. Montes Claros
Email: halmontesclaros@addu.edu.ph
Contact Number: 09954123723

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Samapula Member, 2020 - 2023

ACHIEVEMENTS/AWARDS

165
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: Meca Ella T. Patalinghog
Email: metpatalinghog@addu.edu.ph
Contact Number: 09466012657

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Ateneo Debate Varsity – 2020-2021
Samapula Member, 2020 – 2023

ACHIEVEMENTS/AWARDS
Elementary Valedictorian – 2010-2011
Senior High School Salutatorian – 2019-2020
President’s Lister – 2020-2021

166
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: Rizalito U. Rosal Jr,
Email: rurosaljr@addu.edu.ph
Contact Number: 09567106429

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Samapula Member, 2020 - 2023
Piglasapat, 2021 - 2022

ACHIEVEMENTS/AWARDS

167
 CURRICULUM VITAE

PERSONAL INFORMATION
Name: James Amadeus R. Sungcad
Email: jarsungcad@addu.edu.ph
Contact Number: 09075351613

EDUCATIONAL BACKGROUND
Ateneo de Davao University, 2020 - 2023
Bachelor of Arts in Political Science

AFFILIATIONS
Samapula Member, 2020 - 2023
Ateneo Men’s Football Varsity, 2022 - 2023
Ecoteneo Student Unit Member, 2022 - 2023
Bahaghari, 2022 - 2023

ACHIEVEMENTS/AWARDS

168