Transcript Typical Career Path - Royal Pharmaceutical Society

Scottish Developing Practice
Stakeholder Event
1st July 2010
Dr Carol Evans
Agenda
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10.00 John Cromarty (Scottish Board) – Open Event
10.10 Vision for Developing Practice and Overview of current
structures – Carol Evans
10.30 Scottish Hospital Pharmacy Vocational Training Scheme - Fiona
McMillan
10.55 Issues and Opportunities for a common pharmacy career path &
consistent credentialing – John Cromarty
11.10Community perspective, current career paths and the issue and
opportunities from both an employer and employee perspective –
George Romanes
11.30 Primary Care Scotland - opportunities for a common GB career
path – Alpana Mair
11.45 Q&A
12.00 Discussion: Career path for pharmacy
13.00 Lunch
14.00 Discussion: Credentialing
15.10 Group feedback
15.40 Actions and next steps and agree priorities
15.50 Summary and Close
Overview of Career Paths
Medics
Nursing
Pharmacy
Medic Career Path – Clearly
Defined
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Pre-registration house officer (1 year)
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Senior house officer (2 to 3 years)
● Train in a number of specialties
● Consider career path e.g. GP or speciality consultant
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Specialist registrar (4 to 5 years) or GP registrar (1
to 2 years)
● Specialist training
● Royal college exams for chosen specialty
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Consultant or GP Principal
● Postgraduate training in chosen specialty
Medical Credentialing & Support
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Strong Support via Royal Colleges
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Credentialing in the various specialism's via
clearly defined curriculum
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Well defined assessment process
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Tendency toward over specialisation
● Can be hard to change track
Nursing Career Path
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Modernising Nursing Careers
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Level 5 – Registered Practitioner
Level 6 – Senior Practitioner
Level 7 – Advanced Practitioner
Level 8 – Consultant Practitioner
Level 9 – Senior Leader
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Capability, skills and knowledge
development and assessment
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Supported by RCN
Pharmacy Career Pathways
Different across the sectors
Hospital Pharmacy - Typical Career
Path (Approx 15% of pharmacists)
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Band 5 – pre-reg
Band 6
Band 7
Band 8a
Band 8b - Specialist
Band 8c - Consultant or team manager
Band 9 - Consultant (England) or Chief
Pharmacist
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Opportunity for flexible working, often good
support staff, good carer structure, NHS
benefits.
Salaries may be lower, especially in lower
grades
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Community Pharmacy - Typical Career Path
60-65% Pharmacists
Around 14% (7000) own their pharmacies
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Years 1-30
● Responsible Pharmacist
● Locum
● Pharmacy owner
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Years 4-30 – Managerial Path
● Superintendent Pharmacist
● Pharmacy Manager
● Several shops or area manager
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Opportunities to be own boss, salaries start higher
Less defined career structure, pharmacist must be on
premises at all times, may work in isolation
Academic Pharmacy - Typical Career
Path. (Approx 3000 pharmacists)
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Lecturer / Senior Lecturer in Pharmacy
Chair / Reader in Pharmacy
Head of Pharmacy School
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Career expanded to include clinical practitioners who
pursue careers in academic pharmacy.
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Some teacher practitioner posts.
● Most split with NHS or funded by multiples e.g. Boots
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The academic pharmacy disciplines include:
● pharmacy practice, biological sciences, clinical science,
continuing education, experiential education, drug
discovery, pharmacology etc
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Work is varied, possibilities to peruse research, opportunities
for self development, currently good employment
opportunities
● Teaching post often full time
Industrial Pharmacist - Typical Career
Path (Approx 2800 pharmacists)
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Approx 2000 pharmacist
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3-7 Years – Qualified Person
7years+ – Band Director
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Typical roles include:
Quality assurance, development, production,
registration, marketing research, sales, drug
information, clinical trials.
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Career path usually management or leadership
related and determined by the organisation.
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Travel often possible, perks of a large organisation
May need to move to forward your career, post may
be limited
Other
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Many other areas where pharmacist are
employed e.g.
● Primary Care
● Prison
● Government
● Consultant
● Director of pharmacy
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Pharmacist have potential for broad and varied
careers with many moving between the
different sectors.
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The majority work in community.
Credentialing
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Many definitions, most recognised in NHS is:
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“The formal accreditation of capabilities at
defined points within a career pathway that
takes into account knowledge, capabilities,
behaviours, attitudes and experience”
Credentialing
DH Literature Review Relating to Credentialing
in Medical Training Feb 2010 suggests the
following benefits for credentialing:
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Supports professional development trough
training
Could support revalidation
A means of demonstrating achievement in
competence areas not currently or
consistently recognised
Providing employer confidence in workforce
Providing better patient care and outcomes
(evidence in US)
Specialist Career Path and
Credentialing
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There are large number of specialist groups
Mostly hospital sector based
Many have curriculum, assessment processes
and credentialing.
● Specialist Curriculum Group (SCG) support
development, assessment and credentialing
for various specials groups.
● Critical care group assessment process
● Collage of Mental Health pharmacists
Credentialing in other Sectors
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Community
● PhwSI (England only)
● Pharmacy prescribers (numbers still low
1000 , approx 100 practising)
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Industry
● Qualified Person
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Academia
● Professor
What is the problem for Pharmacy?
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Lack of clear career pathways (unlike medicine)
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Where career pathways do exist (NHS) they have
been established by the employer for their needs.
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Career progression not based on professional
competence as no recognised framework for post
registration development and assessment
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No recognised way to “carry” knowledge and
capabilities from between sector or country.
What’s the Solution?
Developing Practice Project
Developing Practice Vision
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To lead and support development of a
flexible and sustainable workforce in order
to deliver high quality services to patients
and public across the entire profession.
Developing Practice Mission
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Providing consistent, portable
acknowledgement of practice through
credentialing of individual achievement,
recognized through professional
designations applicable to all sectors.
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Success is members working towards and
achieving professional designations.
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Employers seek to employ those with RPS
(Royal Pharmaceutical Society)
designations.
Ambition
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Aim to establish clear, common levels of practice
across profession.
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Develop an inspirational career ladder (especially in
community), building on what has worked.
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Encourage and enable pharmacists to pursue
professional development post registration through
clear advancement mechanisms in addition to CPD
Why?
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Critical to up skilling workforce and achieving the
flexibility needed in economically challenging times.
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Coordinate /harmonise process across different sectors,
interests and specialism's in pharmacy
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Seek external views from all countries and sectors
around:
● where this “fits” in workforce planning- advancement
rather than the focus on specialization
● the benefits to patients and public rather than a focus
on self interest (badge collecting)
Work to date
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TransCom report on Improved, Advanced
and Specialist practice.
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Work on-going within and across specialist
groups
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PLB project started July 2009
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5 Project meetings and a stakeholder
event
Output from ASP meetings:
July 30th, 1st & 29th October 09
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Proposed ASP Governance structure
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Reviewed existing framework approaches plus
open consultation with reference group
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Created professional designations paper for wider
consultation and engagement.
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Reviewed existing models for specialist
curriculum development.
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Reviewed various curriculum assessment process
Developing Practice Project Progress
Continued
26th November & 13th January 2010
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Created engagement plan
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Definition of faculty approach and possible structure.
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Agreed personal specifications and experience needed for roles on
the governance bodies.
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Reviewed current processes for recognition of prior experience for
professional designations
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Proposed model for individual assessments at the lower
levels
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Renamed the project Developing Practice
Stakeholder Event 23rd February 2010
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Over 100 attendees
Discussions flowed and positive feedback
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Key points
● Keep it simple and relevant
● Sense check across the sectors and public
● We can learn from QP, skills and competency
that is key rather than how you achieved it.
● PLB have a key role in moving this forward
● No conclusion on levels or designations.
Next Steps
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Build on the hard work to date
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Engage widely with the profession via
stakeholder events and engagement
● listen and get views
● all sectors, 3 countries, employers, profession
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In-depth internal project reviews
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Build further evidence base
● Evaluate available methods of assessment and
credentialing
● Seek agreement around levels and labels
● simple is best
Issues
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Pharmacy career paths are less defined than
medical or nursing pathways.
● Hospital has most definition
● Current paths are employer driven
● No recognised professional driven paths
across all sectors
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No consistent, recognised, post graduate,
credentialing.
● Most credentialing in hospital sector
Opportunities
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Create a clear, recognised professional career path for
all pharmacists in all sectors.
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Path way to facilitate more easy movement between
sectors
● recognition of professional advancement from job to
job
● Facilitate a more flexible work force
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Opportunity for consistent, nationally recognised
credentialing via RPS professional designations
● Improved patient care
● Raise the profile of pharmacy through raised profile
of pharmacists.
What are your thoughts?
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What do you want from your future career?
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What would be use full for you to support this?
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What do you want your future workforce to be
able to do?
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How could a common professional career path
with consistent credentialing help?
● Professional Designations
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How can we work together on this?
Scottish Hospital Pharmacy
Vocational Training Scheme
Fiona McMillan
NES
Q&A
Discussion Groups – Career Paths
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Strengths, weaknesses, issues and
opportunities for a common, national career
path for Pharmacy across all sectors.
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Considerations for Scotland?
How to move forward the opportunities?
How to get employers on board?
Future pharmacy workforce?
How to engage community & other sectors?
Your future career aspirations?
Role of new Society?
Lunch 1-2pm
Group Discussion - Credentialing
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What are the specific considerations for
consistent, credentialing of post graduate
advancement via professional designations
for:
Scotland?
Community pharmacy and other sectors?
The chronic disease agenda?
Pharmacy future workforce?
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How could consistent credentialing help?
How many levels of credentialing?
What credentialing for your career?
What support would be useful?
Feedback from groups
Flipcharts
5min per group
Actions and Next Steps
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Summary of today pulled together
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Article in enews
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Slides to all participants
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Similar events in Wales and England
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Report from all events key findings
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Further sector, employer, commissioner
engagement plus wider profession.
Objectives of Meeting
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Overview career paths the various sectors.
The issues and opportunities for a common career
path with consistent credentialing in each sector.
● Discussion on ways we can move forward to
support advancing pharmacists’ practice.
● Discussion on ways to consistently recognize
practitioners who have advanced.
● How this could support specific needs such as
community pharmacists and the chronic disease
agenda etc.
Thank you
Feedback forms