My Medical Skills Give Me Experience Points Chapter 1582 - 643: The First Official Meeting, The New Director’s Charisma

Besides the diagnostic abilities in the neurosurgical field, his expertise in medication, surgical knowledge, and skills have all greatly improved, and many of his surgical skills are advancing rapidly.

Among them, the most commonly used suturing, ligation, hemostasis, and incision—these four basic medical skills have reached the senior level of a Chief Physician, progressing towards Level 7.

If one were to say which skill is most likely to first break through to Level 7, it would be his diagnostic skill.

After all, he originally has an extraordinarily high talent in diagnosis.

Additionally, among the advanced medical skills, his anastomosis and debridement skills have also been advancing swiftly.

In surgery, there are often some extremely high-difficulty tasks of debridement or anastomosis.

Especially nerve anastomosis, as well as vascular anastomosis in cardiothoracic surgery, have rapidly increased his anastomosis experience points.

Anastomosing an important nerve well, a reward of 100 experience points is nothing.

The maximum reward has reached over 1000.

That day, Zhou Can had just come out of the operating room when he received a notice from the hospital director’s office, requesting all department deputies and above to attend a meeting in the conference room.

Director Lou led the way, accompanied by the soon-to-retire Deputy Director Han, Zhou Can, along with Dr. Xu, Nurse Chief Niu Lan, and two other nurse chiefs from the Emergency Department, moving like a forceful parade toward the grand conference room.

The current scale of personnel in the Emergency Department is more than double what it was before.

Director Lou desperately wants the Emergency Department to emulate General Surgery and segment into multiple specialized sub-departments.

To accomplish this task, he forcibly dragged Zhou Can into the position of department deputy director.

Unfortunately, there are many obstacles, and he has not found a suitable opportunity.

The competition for interests between departments is very intense, as it involves the income of every healthcare personnel in the department. It even concerns everyone’s honor.

Look at the doctors and nurses from Cardiology, Neurosurgery, Cardiothoracic Surgery, and Orthopedics; when they go to other departments, they walk together with heads held high, bursting with confidence. Where does their confidence and sense of superiority come from?

It comes from the extremely high status of their department within the hospital.

For any department hoping to attain high status in the hospital, the most important point is performance.

Whether a department generates two million for the hospital in a month or fifty to sixty million, which one has higher status? Even a toe can make this decision.

Why was the Emergency Department weak in the past?

Its revenue was low, no scientific research achievements, no academic results, all deciding that it could only be bullied at the bottom by other departments.

This can be understood as capital is king; as long as a department increases its revenue, talent cultivation, scientific research achievements, academic results, talent introduction, and all aspects will rise accordingly.

"Isn’t this the first time the new director has convened a meeting with all hospital management?"

Deputy Director Han pushed his glasses up.

The time he was punched by a patient and got a bone fracture, even though it healed, it left some residual effects.

It was clearly troublesome to raise his hand.

And his movements were somewhat stiff.

Being a doctor is truly a high-risk occupation, not just facing the risk of dying from overwork but possibly being beaten into disability, or even killed directly by patients and their families over disagreements.

"The day after taking office, he only convened a short meeting of less than ten minutes with the department directors and heads. Up until now, this is the second meeting. This is actually quite good, as everyone is very busy and can spend more time treating several more patients."

Director Lou said thus.

During the first meeting, even Zhou Can was not qualified to attend.

Only the departmental directors attended.

The specifics of what was discussed at the meeting were unknown to everyone.

Director Lou did not mention it after coming back, presumably it was to make some declarations and to acquaint with the faces of the department directors.

Regarding the newly appointed Hospital Director Gao Zongyou, Zhou Can only finds him exceptionally mysterious.

The group quickly arrived at the grand conference room.

As it was the first formal meeting convened by the director, everyone was very proactive.

No one wanted to be late and leave a bad impression on the new director.

A well-dressed man in his late thirties at the entrance, along with four hospital security guards, verified the identities of the attendees and conducted registration one by one.

This is standard procedure.

During the meeting, registering the attendees’ identities ensures no lateness or absence.

This man in the suit seemed very unfamiliar.

Zhou Can is familiar with the staff from the hospital office and the director’s office. After all, given his current status, everyone greets each other when they meet face-to-face.

Often, it’s the other party who takes the initiative to greet him.

Gradually, through frequent interactions, he remembers these people’s names.

The person had a work badge hanging around their neck.

It’s worth mentioning that in many hospitals, especially larger ones, hierarchical distinctions are quite strict.

For instance, work badges are worn either pinned to the left chest or attached above the left chest pocket for doctors, nurses, and regular staff. For administrative staff and department leaders, their badges are equipped with a lanyard and hung around the neck.

If caught not wearing the badge during work hours, points are deducted, and fines are issued.

Thus, when visiting a hospital, insiders can easily distinguish between ordinary healthcare personnel and hospital leaders by observing how the badge is worn.

It wasn’t always like this; ordinary healthcare staff used to have lanyards for their badges too.

Later, differentiation gradually formed, and the supplies department stopped providing lanyards for regular healthcare staff, only for the leaders.

"Which department are you from? State your name; I’ll verify them one by one."