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ICIUM CONFERENCE 2004 Chiang Mai, Thailand Ms Lullu Peteni & Ms Sizi Qolohle Eastern Cape Province

How Aggressive Recruitment and Training of Pharmacists and Pharmacist’s Assistants is Being Utilized to Improve Management of Drug Supplies. ICIUM CONFERENCE 2004 Chiang Mai, Thailand Ms Lullu Peteni & Ms Sizi Qolohle Eastern Cape Province South Africa. Background. Before 2002:

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ICIUM CONFERENCE 2004 Chiang Mai, Thailand Ms Lullu Peteni & Ms Sizi Qolohle Eastern Cape Province

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  1. How Aggressive Recruitment and Training of Pharmacists and Pharmacist’s Assistants is Being Utilized to Improve Management of Drug Supplies ICIUM CONFERENCE 2004 Chiang Mai, Thailand Ms Lullu Peteni & Ms Sizi Qolohle Eastern Cape Province South Africa

  2. 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

  3. 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

  4. 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

  5. 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

  6. 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)

  7. 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

  8. 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

  9. 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

  10. 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

  11. 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

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