How Aggressive Recruitment and Training of Pharmacists and Pharmacist’s Assistants is Being Utilized to Improve Management of Drug Supplies

ICIUM CONFERENCE 2004Chiang Mai, Thailand

Ms Lullu Peteni & Ms Sizi QolohleEastern Cape Province

South Africa

Background

Before 2002: 90 hospitals provincially 53 pharmacists in Public Sector 60% of population in the Eastern part Only 4 Pharmacists in this area The rest of Pharmacists in the

western part of the Province where only 40 % of the population is

Background contd. Head of Pharmaceutical Services a Deputy

Director Principal Pharmacist seconded to Provincial

office since 1995 Chief Pharmacist in western part of Province Hospitals with no Pharmacy Managers Pharmacists long serving with no career, notch

& rank progression for years Pharmacy Support staff with no training, rank

or career progression Lots of dissatisfaction, lack of commitment,

accountability & interest in the profession

Background contd.Come 2002: Head of Pharmaceutical Services a Director 2 Deputy Directors at Provincial office Hospital Complex Pharmacy Managers in the 3 major

centres Control posts at Chief Pharmacist level for Hospitals Local Service Areas managed by District Pharmacist at

Chief Pharmacist level Promotion to those deserving Pharmacists Retention of Community Service Pharmacist at

attractive & competitive salary levels Filled vacant Pharmacist posts, including the Depots Pharmacy Support Staff registered, trained & put on the

category Pharmacist’s Assistants

Recruitment Process Job Evaluation Done by Work study Creation of Control Posts

Hospital Pharmacy Manager District Pharmacist Complex Pharmacy Manager

Policy Decisions Improving entry point for Community Service

Pharmacists (Upgrade to competitive salary level)

Pharmacy Support staff placed in Pharmaceutical Services structure as Pharmacist’s Assistants

Recruitment Process

Funding for identified critical posts Advertisement

Pharmaceutical Journal Access by all Pharmacists (9 provinces) Wider Pool of people targeted Posts available in all hospitals (EC Province)

Training Pharmacists

Induction Programme for new recruits Drug Supply Management (Selection, Procurement,

Distribution, Rational Drug Use) Legislative Framework Human Resource Management

Tools Stock Card Management Drug Management Information Systems

RX Store Infomaker District Health Information System

Drugs and Therapeutics Committees Financial Management & Budgeting Rational Drug Use Programme

Training Pharmacist’s Assistants

Initiated in South Africa to address human resource needs in public sector

Before Intervention In-service non-accredited course Legislation Requirements

Intervention Accredited Course Assessment every 6 weeks if ready Duration at least 12 months

Pharmacist’s Assistants Training- Challenges Availability of pharmacists as tutors and

assessors Approval of revolving pharmacist mentor

concept by South African Pharmacy Council Approval of training facilities Funding for training Developing guidelines for learner selection

criteria Learners placed on developed career path Linking Programme to Pharmacy as Degree

Critical Success Factors Upgrading of Head of Pharmaceutical Services

to Director Availability of funds for Critical posts Improved salary packages Fully functional Provincial Office Political will by Head Of Dept & MEC Good working relations with colleagues

Provincially- HR, Treasury, Premier’s office Evaluation of posts & subsequent creation of

control posts Access to Donor Funds – EQUITY & SADAP Centralization of Recruitment process Ring fencing of drug budget

IMPACT OF INTERVENTION

Expenditure of drug budget stabilised More accountability by Pharmacy staff Improved working conditions Career progression implemented Posts created & filled Better management of stock & less

stock outs