Brief history and introduction of National Path lab:

Scenario 15 years back:

§ Most of the investigations were outsourced to India, especially from areas sharing
border.
§ Proper cold chain for sample not maintained.
§ Delayed reporting.
§ Doubt on quality of the report.
§ Gap in communication between treating physician and lab.

 This problem was identified and conceived plan to establish a standalone laboratory in
Butwal in 2013 AD to address above mentioned issues.
 NPL became one of the first standalone labs outside Kathmandu to provide laboratory
services for high end tests with high throughput cutting edge technology.
 In today’s scenario, NPL is the largest laboratory chain with widest range of tests. NPL
has a total of 9 laboratories set up in different parts of Nepal with two ISO 15189:2012
certified NABL accreditated NPHL graded A caterogy laboratories in Butwal and
Kathmandu.
 4 more branches will be in operation in 2 months time.
 One of them is in Lalitpur which is dedicated for cytogenetics and molecular pathological
tests which is the first of its kind in Nepal.
 With the avent of telepathology and artificial intelligence, we are planning to extend our
services to remote parts of Nepal as well.

Our vision and mission:

• Vision
To be the leading provider of diagnostic services all over Nepal, renowned for precision,
reliability, and compassionate care.
• Mission
To deliver high-quality diagnostic services with the latest technology, exceptional
customer service, and a commitment to continuous improvement.

Our USPs:
• State-of-the-Art Technology: Advanced diagnostic equipment and automation for
precise and quick results.
• Comprehensive Test Menu: A wide range of tests including routine, specialized, and
advanced diagnostics.
• Expert Team: Highly qualified pathologists, technicians, and support staff committed to
excellence.
• Quality Assurance: Rigorous quality control protocols and adherence to national and
international standards.
Our business model:
B to B:
MOU with the hospitals, clinics and institutions. Grande, HAMS and Green city hospital
etc. are few of our clients.
B to C:
Walkin patient directly into the lab for tests with or without prescription. Patients
usually come for comprehensive health checkup where we also provide pretest as well
as posttest counselling for free.
B to D:
Directly dealing with the doctors especially from government hospitals and convincing
them to send samples and patients to our lab.
HLM model:
We also provide hospital laboratory management services. Manipal medical college,
Lumbini hospital, Subham international Hospital are few of the hospitals where we
manage the hospital laboratories.

Our staff:
We have a separate corporate unit in Tangal, Kathmandu which is mainly responsible for
formulation of plan and policies related to finance, sales, marketing (online and offline),
human resource, customer care services, home collection services, branding, legal
components etc. This corporate unit looks after all the branches of NPL.
We have more than 300 staffs including technical (background of laboratory academics)
and non-technical ones. The staffs range from high level executives and pathologists to
technicians, admin and help staff.

Accreditation and certification:

We are ISO 15189:2012 lab. So, we have to stick to the guidelines set by it. It includes
induction of new staff, proficiency testing, training etc. Following is the guideline set for
human resource department.

5 Technical requirement:
5.1 Personnel
5.1.1 General The laboratory shall have a documented procedure for personnel
management and maintain records for all personnel to indicate compliance with
requirements.
5.1.2 Personnel qualifications Laboratory management shall document personnel
qualifications for each position. The qualifications shall reflect the appropriate
education, training, experience and demonstrated skills needed, and be appropriate to
the tasks performed. The personnel making judgments with reference to examinations
shall have the applicable theoretical and practical background and experience.
NOTE Professional judgements can be expressed as opinions, interpretations,
predictions, simulations and models and values, and should be in accordance with
national, regional and local regulations and professional guidelines.
5.1.3 Job descriptions: The laboratory shall have job descriptions that describe
responsibilities, authorities and tasks for all personnel.
5.1.4 Personnel introduction to the organizational environment:
The laboratory shall have a programme to introduce new staff to the organization, the
department or area in which the person will work, the terms and conditions of
employment, staff facilities, health and safety requirements (including fire and
emergency), and occupational health services.

5.1.5 Training The laboratory shall provide training for all personnel which includes the
following areas: a) the quality management system; b) assigned work processes and
procedures; c) the applicable laboratory information system; d) health and safety,
including the prevention or containment of the effects of adverse incidents; e) ethics; f)
confidentiality of patient information. Personnel that are undergoing training shall be
supervised at all times. The effectiveness of the training programme shall be periodically
reviewed.
5.1.6 Competence assessment: Following appropriate training, the laboratory shall
assess the competence of each person to perform assigned managerial or technical tasks
according to established criteria. Reassessment shall take place at regular intervals.
Retraining shall occur when necessary. NOTE 1 Competence of laboratory staff can be
assessed by using any combination or all of the following approaches under the same
conditions as the general working environment:
a) direct observation of routine work processes and procedures, including all applicable
safety practices;
b) direct observation of equipment maintenance and function checks;
c) monitoring the recording and reporting of examination results;
d) review of work records;
e) assessment of problem solving skills;
f) examination of specially provided samples, such as previously examined samples,
interlaboratory comparison materials, or split samples.
NOTE 2 Competency assessment for professional judgment should be designed as
specific and fit for purpose.

5.1.7 Reviews of staff performance:

In addition to the assessment of technical competence, the laboratory shall ensure that
reviews of staff performance consider the needs of the laboratory and of the individual
in order to maintain or improve the quality of service given to the users and encourage
productive working relationships.

NOTE: Staff performing reviews should receive appropriate training.

5.1.8 Continuing education and professional development:

A continuing education programme shall be available to personnel who participate in
managerial and technical processes. Personnel shall take part in continuing education.
The effectiveness of the continuing education programme shall be periodically reviewed.
Personnel shall take part in regular professional development or other professional
liaison activities.
5.1.9 Personnel records Records of the relevant educational and professional
qualifications, training and experience, and assessments of competence of all personnel
shall be maintained. These records shall be readily available to relevant personnel and
shall include but not be limited to:
a) educational and professional qualifications;
b) copy of certification or license, when applicable;
c) previous work experience;
d) job descriptions;
e) introduction of new staff to the laboratory environment;
f) training in current job tasks;
g) competency assessments;
h) records of continuing education and achievements;
i) reviews of staff performance;
j) reports of accidents and exposure to occupational hazards;
k) immunisation status, when relevant to assigned duties.
NOTE The records listed above are not required to be stored in the laboratory, but can
be maintained in other specified locations, providing they remain accessible as needed.