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Scottish Developing Practice Stakeholder Event. 1 st July 2010 Dr Carol Evans. Agenda. 10.00 John Cromarty (Scottish Board) – Open Event    10.10 Vision for Developing Practice and Overview of current structures – Carol Evans

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Presentation Transcript
  • 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

Overview of Career Paths




medic career path clearly defined
Medic Career Path – Clearly Defined
  • Pre-registration house officer (1 year)
  • Senior house officer (2 to 3 years)
    • Train in a number of specialties
    • Consider career path e.g. GP or speciality consultant
  • Specialist registrar (4 to 5 years) or GP registrar (1 to 2 years)
    • Specialist training
    • Royal college exams for chosen specialty
  • Consultant or GP Principal
      • Postgraduate training in chosen specialty
medical credentialing support
Medical Credentialing & Support
  • Strong Support via Royal Colleges
  • Credentialing in the various specialism\'s via clearly defined curriculum
  • Well defined assessment process
  • Tendency toward over specialisation
    • Can be hard to change track
nursing career path
Nursing Career Path
  • Modernising Nursing Careers
  • Level 5 – Registered Practitioner
  • Level 6 – Senior Practitioner
  • Level 7 – Advanced Practitioner
  • Level 8 – Consultant Practitioner
  • Level 9 – Senior Leader
  • Capability, skills and knowledge development and assessment
  • Supported by RCN
pharmacy career pathways

Pharmacy Career Pathways

Different across the sectors

hospital pharmacy typical career path approx 15 of pharmacists
Hospital Pharmacy - Typical Career Path (Approx 15% of pharmacists)
  • 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
  • Opportunity for flexible working, often good support staff, good carer structure, NHS benefits.
  • Salaries may be lower, especially in lower grades
community pharmacy typical career path 60 65 pharmacists around 14 7000 own their pharmacies
Community Pharmacy - Typical Career Path60-65% PharmacistsAround 14% (7000) own their pharmacies
  • Years 1-30
    • Responsible Pharmacist
    • Locum
    • Pharmacy owner
  • Years 4-30 – Managerial Path
    • Superintendent Pharmacist
    • Pharmacy Manager
    • Several shops or area manager
  • 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
Academic Pharmacy - Typical Career Path. (Approx 3000 pharmacists)
  • Lecturer / Senior Lecturer in Pharmacy
  • Chair / Reader in Pharmacy
  • Head of Pharmacy School
  • Career expanded to include clinical practitioners who pursue careers in academic pharmacy.
  • Some teacher practitioner posts.
    • Most split with NHS or funded by multiples e.g. Boots
  • The academic pharmacy disciplines include:
    • pharmacy practice, biological sciences, clinical science, continuing education, experiential education, drug discovery, pharmacology etc
  • 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
Industrial Pharmacist - Typical Career Path (Approx 2800 pharmacists)
  • Approx 2000 pharmacist
  • 3-7 Years – Qualified Person
  • 7years+ – Band Director
  • Typical roles include:
  • Quality assurance, development, production, registration, marketing research, sales, drug information, clinical trials.
  • Career path usually management or leadership related and determined by the organisation.
  • Travel often possible, perks of a large organisation
  • May need to move to forward your career, post may be limited
  • Many other areas where pharmacist are employed e.g.
    • Primary Care
    • Prison
    • Government
    • Consultant
    • Director of pharmacy
  • Pharmacist have potential for broad and varied careers with many moving between the different sectors.
  • The majority work in community.
  • Many definitions, most recognised in NHS is:
  • “The formal accreditation of capabilities at defined points within a career pathway that takes into account knowledge, capabilities, behaviours, attitudes and experience”

DH Literature Review Relating to Credentialing in Medical Training Feb 2010 suggests the following benefits for credentialing:

  • 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
Specialist Career Path and Credentialing
  • 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
Credentialing in other Sectors
  • Community
    • PhwSI (England only)
    • Pharmacy prescribers (numbers still low 1000 , approx 100 practising)
  • Industry
    • Qualified Person
  • Academia
    • Professor
what is the problem for pharmacy
What is the problem for Pharmacy?
  • Lack of clear career pathways (unlike medicine)
  • Where career pathways do exist (NHS) they have been established by the employer for their needs.
  • Career progression not based on professional competence as no recognised framework for post registration development and assessment
  • No recognised way to “carry” knowledge and capabilities from between sector or country.
what s the solution

What’s the Solution?

Developing Practice Project

developing practice vision
Developing Practice Vision
  • 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
Developing Practice Mission
  • Providing consistent, portable acknowledgement of practice through credentialing of individual achievement, recognized through professional designations applicable to all sectors.
  • Success is members working towards and achieving professional designations.
  • Employers seek to employ those with RPS (Royal Pharmaceutical Society) designations.
  • Aim to establish clear, common levels of practice across profession.
  • Develop an inspirational career ladder (especially in community), building on what has worked.
  • Encourage and enable pharmacists to pursue professional development post registration through clear advancement mechanisms in addition to CPD
  • Critical to up skilling workforce and achieving the flexibility needed in economically challenging times.
  • Coordinate /harmonise process across different sectors, interests and specialism\'s in pharmacy
  • 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
Work to date
  • TransCom report on Improved, Advanced and Specialist practice.
  • Work on-going within and across specialist groups
  • PLB project started July 2009
  • 5 Project meetings and a stakeholder event
output from asp meetings july 30 th 1 st 29 th october 09
Output from ASP meetings: July 30th, 1st & 29th October 09
  • Proposed ASP Governance structure
  • Reviewed existing framework approaches plus open consultation with reference group
  • Created professional designations paper for wider consultation and engagement.
  • Reviewed existing models for specialist curriculum development.
  • Reviewed various curriculum assessment process
developing practice project progress continued
Developing Practice Project Progress Continued

26th November & 13th January 2010

  • Created engagement plan
  • Definition of faculty approach and possible structure.
  • Agreed personal specifications and experience needed for roles on the governance bodies.
  • Reviewed current processes for recognition of prior experience for professional designations
  • Proposed model for individual assessments at the lower levels
  • Renamed the project Developing Practice
stakeholder event 23rd february 2010
Stakeholder Event 23rd February 2010
  • Over 100 attendees
  • Discussions flowed and positive feedback
  • 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
Next Steps
  • Build on the hard work to date
  • Engage widely with the profession via stakeholder events and engagement
    • listen and get views
    • all sectors, 3 countries, employers, profession
  • In-depth internal project reviews
  • Build further evidence base
    • Evaluate available methods of assessment and credentialing
  • Seek agreement around levels and labels
    • simple is best
  • 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
  • No consistent, recognised, post graduate, credentialing.
    • Most credentialing in hospital sector
  • Create a clear, recognised professional career path for all pharmacists in all sectors.
  • Path way to facilitate more easy movement between sectors
    • recognition of professional advancement from job to job
    • Facilitate a more flexible work force
  • 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
What are your thoughts?
  • What do you want from your future career?
  • What would be use full for you to support this?
  • What do you want your future workforce to be able to do?
  • How could a common professional career path with consistent credentialing help?
    • Professional Designations
  • How can we work together on this?
discussion groups career paths
Discussion Groups – Career Paths
  • Strengths, weaknesses, issues and opportunities for a common, national career path for Pharmacy across all sectors.
  • 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?
group discussion credentialing
Group Discussion - Credentialing
  • 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?
  • How could consistent credentialing help?
  • How many levels of credentialing?
  • What credentialing for your career?
  • What support would be useful?
feedback from groups

Feedback from groups


5min per group

actions and next steps
Actions and Next Steps
  • Summary of today pulled together
  • Article in enews
  • Slides to all participants
  • Similar events in Wales and England
  • Report from all events key findings
  • Further sector, employer, commissioner engagement plus wider profession.
objectives of meeting
Objectives of Meeting
  • 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

Thank you

Feedback forms