Rewards and Advancements for Clinical Pharmacists

Abstract

The American College of Clinical Pharmacy charged the Clinical Practice Affairs Committee to review and update the College's 1995 White Paper, "Rewards and Advancements for Clinical Pharmacy Practitioners." Because of the limited data on the present state of rewards and advancements for clinical pharmacists, an online survey of "front-line" clinical pharmacists and pharmacy managers was conducted (1126 total respondents, 14% response rate). The resulting White Paper discusses motivators and existing systems of rewards and advancements for clinical pharmacists, as well as perceived barriers to implementation of these systems. Clinical pharmacists reported work-life balance, a challenging position, and opportunities for professional advancement as the most important factors for career success. At the time of the survey, financial rewards appeared not to be a major motivator for clinical pharmacists. Managers underestimated the importance that clinical pharmacists place on work-life balance and favorable work schedules. Although almost two thirds of the clinical pharmacists surveyed had not developed a professional development plan, 84% indicated an interest in career planning. Both clinical pharmacists and managers rated the lack of a clear reward and advancement structure as the most important barrier to effective systems of rewards and advancements. Pharmacy managers and administrators are encouraged to develop effective systems of rewards and advancements for clinical pharmacists that positively impact patient care and the institution's mission; these systems will benefit the clinical pharmacist, the health care institution, and the patient.

Implementation of a nontraditional postgraduate year 1 pharmacy residency program

“…According to the 2010 ACCP White Paper: Rewards and Advancements for Clinical Pharmacists, clinical pharmacists reported work-life balance, a challenging position, and opportunities for professional advancement as the most important factors for career success; financial rewards were not a major motivator. 11 The survey conducted at Lebanon VAMC yielded a similar response. Pharmacists who aspire to complete a residency are motivated by career-advancement opportunities, not monetary incentives.…”

Unique Collaboration between a Private College of Pharmacy and a Private Academic Health System

“…Furthermore, survey respondents identifi ed "adjunct faculty appointment at school of pharmacy" as an important motivational strategy for clinical pharmacists, 15 and ACPE standards state that preceptors should hold a defi ned position at the college. 1 Pharmacists and residents serving as preceptors at Emory Healthcare are encouraged to apply for an adjunct faculty appointment.…”

“…15 These funds are increasingly diffi cult for health systems to procure; in exchange for the experiential rotations that Emory Healthcare provides, MUCOP assists with funding for preceptor and resident travel.…”

Identifying Work Setting Profile Factors From the Career Pathway Evaluation Program

“…[10][11][12][13][14][15][16][17] Pharmacists are faced with an array of choices about job positions and educational pathways that can enhance their careers. [18][19][20][21][22][23] To help individuals in the pharmacy profession learn about various career options that might fit their interests and skills, the Pathway Evaluation Program for Pharmacy Professionals was developed by Glaxo Pharmaceuticals in the 1980s. This program allowed individuals to match their interests and skills with career profiles to help determine which career options might be most suitable for them.…”