delivering the workforce of tomorrow

Andrew MatthewsGeneral Manager

Workforce TransformationSociety of Hospital Pharmacists of Australia

SHPA’s Residency ProgramDelivering the workforce of

tomorrow.

www.shpa.org.au

Disclosure

In relation to this presentation, I declare the following, real or perceived conflicts of interest:

Andrew Matthews is an employee of SHPA.

www.shpa.org.au

A conflict of interest is any situation in which a speaker or immediate family members have interests, and those may cause a conflict with the current presentation. Conflicts of interest do not preclude the delivery of the talk, but should be explicitly declared. These may include financial interests (eg. owning stocks of a related company, having received honoraria, consultancy fees), research interests (research support by grants or otherwise) or organisational interests

Learning objectives and pharmacist competency standards

Learning objectives:

• Outline the foundations for SHPA’s residency

• Summarise the imperatives that require a workforce

transformation to ensure a ‘fit-for-purpose’ future

profession

• Contrast different international programs of

residency and experiential training with Australia

• Analyse the results of SHPA’s baseline survey of

existing experiential training

• Plan how your hospital pharmacy department might

be a future residency program sitewww.shpa.org.au

Residency: by 2017…

Implementation of the first phase of a structured, formalised, supported and

accredited national two-year residency program for pharmacists in

their foundation years.

Why?

• Ever-changing healthcare system pharmacy workforce must evolve

need enhanced capacity, capability and flexibility

• SHPA Future Summit feedback Support for developing models of clinical fellowships and residency-type

programs to develop pharmacists to be able to perform expanded practice

roles

• Lack of existing formal or structured experiential training

programs Potential barrier to strengthening and expansion of pharmacists’ roles and

scopes of practice

Existing programs variable or ad-hoc

Other jurisdictions?

ASHP History of Accreditation

• Pharmacy residencies date back to the 1930’s – called internships– Were designed to train pharmacists in hospital pharmacy management

• ASHP’s first involvement was in 1948 with the development of standards for internships

• In 1962, ASHP established an accreditation process and standards for residencies in hospital pharmacy– Term “internship” was replaced with “residency”

• During the early 1970’s, clinical practice residencies grew rapidly and accreditation standards for clinical pharmacy and specialized residency training were established

ASHP History of Accreditation• By 1993, the two types of programs were discontinued

and replaced by pharmacy practice residencies with an emphasis on pharmaceutical care

• In 2005, new accreditation standards resulted in the replacement of pharmacy practice residencies with postgraduate year one (PGY1) pharmacy residencies and specialized residencies with postgraduate year two (PGY2) pharmacy residencies. (PGY1 required for PGY2)

• Concerns about the readiness of new graduates to care for the increasing complexity of hospitalized patients led to residency training as the bridge between formal education and practice

C. To date 2,100 programs

Located in all 50 States, Puerto Rico, Saudi Arabia,

Qatar and Abu Dhabi

Other jurisdictions?

• STEP Programme (South East London) collaboration of three acute NHS Trusts in South East

London

established 16 years

DipGPP integrated into 3 year program

• CanadaCanadian Society of Hospital Pharmacists

Canadian Pharmacy Residency Board oversees Standards and accredits programs

• SingaporeNow working to implement specialist residency programs in

addition to generalist programs.

Baseline survey of experiential training in hospital pharmacies

in Australia.

Demographics• 64 attempts

• 48 completions

• n= 60

• 44 DoPs or equivalent

• 11 clinical educators

(or equivalent)

• 5 other

• n = 58

• 52 public hospitals

• 6 private hospitals

About• 7 themes

• About the respondent

• About the hospital

• About the pharmacy department

• About the pharmacy department staff

• About the pharmacy department clinical service

• About training and education in the pharmacy department

• About SHPA’s plans for a formal, structured residency program for Australia

• 49 questions (mix of MCQs and free text options)

• Open from 8 August - 31 August 2016

Staffing (n= 51)

• Average FTE (total staff): 45 (R= 2- 155)

• Average pharmacist FTE: 29.4 (R= 1.18- 110)

• Average intern FTE: 2.4 (R= 1- 11 *8 nil)

• Av. FTE pharmacists ≤5 years post full registration: 9.6 (R= 0- 41)

• Av. FTE pharmacists ≤3 years hospital experience: 8

(R= 0- 40)

Education and training

Education and training

“The educator is a full time position, with a mandatory 0.4 FTE in the wards. Their focus is for interns and pharmacists of less than 2 years hospital experience.”

“The clinical educator is a member of our staff but only provides education to university students.”

“Education is considered core business of a number of staff and different staff are allocated.”

“Clinical education in reality is a shared responsibility amongst all clinical staff.”

Education and training

23%

Perceptions of residency…

Residency within the pharmacist’s professional journey

What will SHPA offer?

Quality assurance for hospital pharmacy department managers that graduate

residents have achieved competence against a consistent competency

framework used across all accredited programs.

Objectives and key principles 1. To facilitate the development of a cohort of competent

general level pharmacists who have completed a structured, formalised, supported and accredited national two-year residency program.

2. Residents will demonstrate their advancement through a portfolio of practice based experiential training, that acknowledges that a residency is a practice-based training program.

3. To engender a culture of training and continuous professional development in practitioners and sites involved in the delivery of the residency program.

4. To endeavour to implement the SHPA Residency Program across a variety of sites and settings, including regional and rural sites and include settings such as primary and community care.

www.shpa.org.au

Accreditation Standards

The Standards cover 4 Domains:• Resident- Program relationship

• Capacity and experience of department and staff

• Range of pharmacy services and ability to deliver the residency curriculum

• Commitment to professional development

www.shpa.org.au

Accreditation• SHPA’s accreditation is a quality assurance process that:

• ensures the residency site has an appropriate commitment

to the resident

• has the capacity and capability to deliver a residency

program

• and can offer a broad range of practice based experiences

for the resident;

…sufficient to assure the dedicated resident every chance

of successful completion of the SHPA residency program.

Accreditation

• residency sites will exhibit a culture that demonstrates a commitment to education and training for staff.

• the breadth of practice based experiences may be achieved through a combination of home site and rotation site practice.

• The Accreditation Standards provide the requirements for a residency program site to achieve, in order for a residency program to be accredited by SHPA.

Process

• Online submission via SHPA website- available from 14 September .

• Supporting guidelines that elaborate and provide examples of selection criteria requirements based on Accreditation Standards.

• Submission open for 4 weeks (close 10th October)

• Selected sites announced end-October.

• Further resources/tools/final curriculum November

Thank you

amatthews@shpa.org.au

@APharm68

www.shpa.org.au